The Dos and Don'ts of the Recruitment Process

The Dos and Don’ts of the Recruitment Process

In today’s climate, the rate of unemployment is at an all-time low, and employee turnover is on the rise. What this means is that it has become significantly more difficult to find good candidates as the best ones don’t stay in the market for long. Regardless of the industry, it is crucial to consider the goals of the company and that of the candidate during the recruitment process. This is why nmap-corp has compiled a list of some recruitment best practices that might come in handy during a recruitment process.

Do: Notice the competition

Take note of what other companies in the same sector/industry are offering to their candidates and measure up or make an even better offer. This could be in the form of better employee benefits, salaries or company policies.

Don’t: Oversell your organization’s abilities

While selling your organization is a good move to attract job seekers, it is important that you are transparent about the open positions and what they entail. While you might be tempted to oversell on your organization’s abilities, especially during a staffing shortage, it is imperative that you tell it like it is and give an accurate description of what the job expectations are.

Do: Fine-tune your sales pitch

This can be a bit challenging as you are not selling a product but the idea of a job to a candidate. Strategies that encourage candidates to accept job offers are a vital part of recruitment best practices.

Don’t: Rush the recruitment process

Even with a specified timeline, it is important to avoid rushing the recruitment process as this might turn out bad for the company in the future. Recruiting takes time and proper planning of strategies that align with your company’s goals and objectives. These goals should be clearly stated and explained to prospective hires during the recruitment process.

Do: Create a compelling job description

The first impression a candidate will have of an open position is the job description. Make an effort to create an engaging and well-crafted job description that will stand out from others. The job title, summary of tasks and the desired qualifications should all be included in the job description.

Don’t: Ignore the power of social media

One very effective way for a company to reach and connect with future hires is social media. Social media accounts provide a platform to post about a job opening, communicate and keep connections with prospective hires. Companies can also utilize social media to learn more about candidates.

Do: Properly plan and execute the interview process

An interview process can serve as a reflection of your company’s approach towards resource building. It also affords you the chance to discuss the working hours and expectations that come with the job. Remember that an interview goes both ways so try to maintain professionalism, be empathic and approachable, be a good listener and ensure to cater to whatever questions the candidates might have about the company and the position they are interviewing for. Only ask relevant and competency-based questions and be observant of the candidate’s mannerisms and body language.

Don’t: Be insensitive or biased during the interview process

Ensure that your questions are not discriminatory, irrelevant or controversial. Get a sense of a candidate’s proficiency by engaging them with relevant questions beyond the scope of what is mentioned in their resume.

Do: Take advantage of employee referrals

Referrals are a great way to find talent while saving time and resources. Encourage current employees to act as ambassadors for your organization. They can spread the word about job openings and what it’s like working for your organization through their networks. Incentivize by offering some type of employee bonus for each referral.

Don’t: Be overly dependent on employee referrals

While a good percentage of high-quality candidates come through referrals, it is important not to be overly reliant on them. Employee recommendations can sometimes be biased (for example, an employee may recommend a candidate just to receive the referral bonus), which could lead to hiring a candidate that is not as qualified as the referee claims.

Conclusion:

When it comes to the recruitment process, being in sync with the company goals is crucial. It is important to make sure a candidate’s goal aligns with that of the company. Hopefully, utilizing the above recruitment practices helps you find the right candidates to fit the company’s growth and structure.