Secret for a Recruitment Powerhouse

By Imroz Khan, Recruitment Specialist, DawnBreakers Services

Imroz Khan, Recruitment Specialist, DawnBreakers Services

How do you find and match the right people to the right jobs, by making a perfect people strategy and a well-structured recruitment and selection program or a huge network with clients or agencies. The key to successful development for such a program is to follow a proven recruitment process for the vacant positions, resist the temptation to omit steps, because shortcutting the process can shortchange the results desired.

For putting right people to right jobs an organization first need a powerful foundation team who would be responsible for making & executing core recruitment strategies and Leaders in the organization not the Managers. Leadership plays the most important role in any organization which serves motivation for the subordinates and baseline players. If the foundation team is strong enough you can build up one of the strongest organization in terms of productivity, retention and work life balance. Foundation team consists of inexperienced fresher or new comers from the industry for various levels in the organization.

The other important factor is coordination between management and executors. Why there is a lack of coordination between the senior teams and base line executors, proper communication channels, egos, communication gap due to a long hierarchy, hesitation of the workforce to put their experiences and point of views in front of the senior management, sometimes it may happen that experiences and strategies by the executors or baseline executives are right which are unidentified to the senior management because of the limited bandwidth and time to notice each and every issue.

Strategic Research: Before you start the hiring process, determine your strategy relative to how people fit into your organization and the skills which you are looking ahead to hire for, do you need to approach the passive candidates as well if the data is exhausted? Which platforms you want to prioritize for sourcing right talent? What number you want to hire for a specific skills and how many candidates are available in the decided budget or industry standard with shortest notice? What is your process for making sure they're a good fit with your company's culture? Decide whether your approach to the cultural question should include a second interview. Also, who else, if anyone, do you involve in the interviews to help make this selection and judge the candidate? Your goal is to have a plan that will help you determine whether you have a qualified applicant who will fit into your company's culture.

Requirement Gathering for Job Description: The first step is to make sure you have an effective job description for each position in your company or for clients. Your job descriptions should reflect careful thought as to the roles & responsibilities the individual will serve, the skill sets they will need, the personality attributes for completing the tasks, and any relevant experience that would separate the talent of the individual from the crowd.

Compiling a Success Profile & Performance Mapping:  A "success profile" of an ideal candidate for key positions that are critical for the execution of a business plan. Performance mapping for the right candidates, identifying key areas where they can boost up their performance.

Precise Advertising and Employer Branding: Technology, social media and platforms like digital marketing plays a vital role in the advertising of a particular vacancy and employer branding. Savvy candidates will evaluate company brands before applying to or accepting a job, much in the same way they evaluate consumer brands when shopping. A recruiter is the primary face of an organization for a candidate, recruiters should be trained in a way that they should be able to compare position your organization’s name in best offerings in the industry, diplomatically hiding what you can’t offer if you are a startup or a growing company. Post the ad in the mediums most likely to reach your potential job candidates.

Screening, Review & Assessment: Compile and develop a list of suitable questions you can ask over the phone or on a video chat session to help you quickly identify potential candidates and eliminate everyone else. Knowing what you're looking for in terms of experience, education and skills will help you weed through these resumes quickly and identify potential candidates. Based on the responses to your phone interviews, select the candidates you feel are best qualified for the next step in the process. Assess your potential candidates for their skills and attributes using a proven assessment tool. The success profile you created for each position will help you determine which behavioral traits are important for that position. These assessment tests can be administered in person or online. Online testing and submission of results can help you determine whether the applicant should be taken ahead or not.

While digital tools will never fully replace the human instinct necessary for identifying the right candidates, an ability to stay on top of technological trends could be a recruiter's biggest advantage going forward.

Offering the Deserving One: The information collected during the whole process will provide you with important insights as to starting compensation levels and training needs. Run a background check on the individual to uncover any potential problems not revealed by previous testing and interviews and negotiate the final offer highlighting the perks.

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