Whether you are a cofounder or recruiter/HR manager who has the responsibility to pump in talents into the venture, you may have felt the pain on finding the best applicant that fit with your culture. Apart from the cost and time, you may rely on your guts.
This problem has taken many aspects into new methodologies such as fast hire, fast fire. Though it has its own drawbacks by costing you the team spirit, pace and the culture.
Individuals are inherently different, so expect a bit of surprise. A person who looks great on paper might easily turn out to be the most critical hire, while a character with a lack of proper qualifications could be the best choice. This unpredictability is precisely why it’s important to outline the profile of your next hire.
Normally, an appropriate candidate for a position will be energetic. This means, in the case of finding candidates who are passive about the prospect, then quickly eliminate them from the competition. Hiring is all about finding the one that has a high degree of compatibility with your values, abilities and requirements.
Meanwhile, don’t eliminate characters who don’t have all the required abilities because it’s not that hard to learn and, with the right level of excitement, even someone with a lack of proper evaluations can be molded into the ideal person.
The step-by-step path below will help put you in the correct outlook:
Discover all the parts of an open position. What are my company values? What are the department missions? where the new talent is going to function? What are his/her tasks? Describe the job’s accountability, influence, and support. Who will they report to?
Knowing why someone new is required, helps understand the expectations of the position as well as the short and long-term objectives, and this will make the procedure more structured.
That will let you understand exactly what to look for during interviews and what evaluation criteria are required at the recruitment and employment process.
To find a best applicant for the job, you need to ascertain what the best applicant should look like. Build a mental profile of this person and consider what educational background they must have, what their experience should be, the skills that are needed, as well as those that are merely desired.
Understanding this fact that a happy employee is a productive one causes employees to gain more benefits. Prosperous firms offer perks, benefits, and company cultures that are envied, and, as such, to determine which applicants you can target, it’s important to know what the organization can offer in return.
To find the best applicant and get a fast and proper result, job post should be delivered to a variety of mediums. It needs to find the medium that suits your requirements by understanding the relevant demographic, and it’s also vital to make the vacancy accessible beyond social media and job boards.
A large volume of CVs will be received for the vacancy, so optimizing the method by coming up with a system will enable you to discard those candidates that are not suitable. Integrating with a good ATS will speed up your process and can save you lots of time.
To start the recruitment process more effectively, a phone screening interview before an in-person can help reduce people who are not excited to work for the firm.
To get a little deeper insight and to shortlist candidates, it is better to set up a mock interview with applicants by raising a few questions around their experience, culture, and values. The mock interviews help candidates to get ready for the next round on interviews.
To measure required personality characteristics and aptitude (or cognitive abilities) for a job, you may need to send a set of assessments. It's always a good idea to have cognitive skills and personality traits assessments upon the managerial positions.
To assess skill sets and the level of knowledge around the role, you may need to conduct a series of practices including questionnaires to project and proposal deliveries or coding exams with a problem-solving approach. For hiring a tech member, HackerEarth offers excellent remote options.
A crucial step in every recruitment process is the interview either video interviews upon the circumstance or face-to-face interviews, so ensure that you make the most of the meeting by challenging the candidate in everything that matters.
You can divide the interview round into different sessions with a different group of stakeholders from peers to line managers, HR, and the CEO.
When you are willing to make an offer, talk to the applicant about the company’s expectations. Be prepared, if the candidate wants to negotiate about the salary package, authorities and location.
A big part of successfully hiring the best applicant is to onboard them properly. Start with workshops, introductions with the team and departments, and most importantly try to engage them with Intradepartmental and Interdepartmental interactions by assigning simple to complex tasks and small work streams.
There isn’t one recruitment method that fits all and, as such, there are various choices possible to the hiring manager looking for employees. Job boards are the first choice because they are a straightforward way in which to display a job vacancy. Many opt for recruitment agencies, but with a little research, it can be done by a suitable talent acquisition platform.
Nowadays, social media is being used as well, so it’s worth looking into some of them like LinkedIn, Facebook, and Twitter as a tool for recruitment. Nevertheless, there are other approaches, which can be more efficient. Employee referrals and poaching can also generate results, so it’s vital to look at all the opportunities and determine which fits the company’s targets best.
Last but not the least, we firmly suggest you get the benefit of an autonomous recruitment software that can automate a big chunk of the process, while easing the communication with the recruitment team and candidates, provide built-in assessments and practicing tools and prepare a consistent flow of information and insights.