Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees.
Recruiters are the human resources professionals responsible for getting the word out about great job opportunities and getting qualified candidates to fill these positions. Right Person For The Right Job Is A Difficult Choice Without Getting To Know The Inner Mind Of The Candidates.
Here are the tips for the professionals who started their career in HR and handling recruitments for their company:
1. Identifying requirement of company
Determining the staffing demand is essential to ensure that you meet your strategic goals as well as identify the competencies that are required for the desired profile. You should be careful while identification of requirement whether you are working on new profile, looking for replacement or required bulk hiring, you need to set your priorities and plan your things as per that.
2. Develop accurate job descriptions
Once you identified your requirement your first step is to make sure you have an effective job description for each position in your company. Your job descriptions should reflect careful thought as to the roles the individual will fill, the skill sets they’ll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another. This may sound fairly basic, but you’d be surprised at how many small companies fail to develop or maintain updated job descriptions.
3. A good listener and clear communicator
Recruiting starts and ends with listening. Only if you listen carefully you will be able to communicate with the candidate and can deliver expectation of organization what their needs are? The more you listen to them, the more you will find out. The more you ask them, the more you will know. If you don’t listen then you can’t deliver, and if you can’t deliver then you offer no value.
4. Strong sales skills
If you haven’t figured it out by now, recruiting is sales. If you disagree, you are in the wrong business. Not only do recruiters need to sell their clients (internal or external), but they need to sell candidates on opportunities and be able to articulate why company “ABC” is an employer of choice and why a particular opportunity is not just a great opportunity, but how it is the opportunity of a lifetime.
5. Ability to cultivate and build relationships
Anyone can pull a name out of a database and place a call. It’s another thing to actually cultivate and build relationships with the candidates we recruit. Perhaps knowing a little about what makes them tick, what their hobbies are, engaging in a conversation rather than just following a script, etc. Social media, smart phones, and other communication platforms have built bridges straight into our personal lives. By creating a more open, friendly, and communicative relationship with candidates, the candidate experience will increase, making the recruiter and company stand out professionally and as an employer of choice.
6. Big-picture thinking
Simply focusing on single searches each day is great, but having the ability to see how candidates can fit into an organization, the potential value they can bring, or even knowing where a superstar candidate could fit in, even if there is no immediate position available, is invaluable. Moreover, keeping an eye on future tools, technology, and best practices and knowing what is coming down the pipeline will keep your company well versed and competitive in a tough talent market.
7. Can motivate, support, and whip someone into shape when needed
Hiring is hard, getting a job is hard. We are in a fortunate position to have worked with thousands of job seekers and hundreds of companies, so we have seen what works and what doesn’t. We give interview preparation tips, interview process advice, pep talks when times get stressful and contribute wherever we can to reach the goal.
8. Don’t judge a book by its cover
It’s easy to write off candidates based on their appearance, but it’s more important that you consider how well they can do the job and if they’re a good fit in other ways.