4 Ways to improve your recruitment process
Advertising and Social Media
Reconsider how you are advertising roles and via what media you are doing so. While writing a generic, to-the-point job spec and plastering it all over LinkedIn might seem like the easiest thing to do, it certainly won’t be in the long-run when you get a plethora of inappropriate applications filling your mail sacks.
A report by the Chartered Institute of Personnel and Development (CIPD) and membership organisation Business in the Community showed that discrepancies between what firms and candidates expect from recruitment processes mean that badly explained and unnecessarily convoluted recruitment methods make it difficult for candidates to know what is expected of them. Firms consequently have to process a heap of totally unsuitable applications.
Using a sales recruitment agency along side Recruiting Software could give you access to a wealth of dedicated sales jobseekers, as well as their help, expertise and experience to target the right candidates, in the correct way, via the most appropriate channels.
Invest in recruitment
Hiring the right people is probably one of the most important things a company can do in order to thrive and, certainly, grow – it simply won’t do to cut corners. While it can be a considerable strain on resources to carry out an extensive recruitment drive using up personnel and time, you will lose far less in the long run than if you were to hire the wrong candidate and have to waste time and effort trying to get them to do their job well. Worse still, you may be forced to let them go and have to go back to the drawing board.
Get a second opinion
In an ideal world, there should never be just one person behind big recruitment decisions. Even if there is one primary decision-maker leading the interview or group session, consider having a couple of external observers from different departments present. They may pick up on character traits or subtleties that the person in charge could miss, thereby facilitating a far more productive discussion about candidates when it comes to crunch time.
Inform unsuccessful
Always, always inform unsuccessful candidates that they have not got the job – not least because it is the decent thing to do and any respectable company should always operate accordingly. If you are in a position to, it could be greatly appreciated to give some feedback as part of this. The CIPD survey also showed that young jobseekers get extremely disheartened by the lack of feedback they receive following unsuccessful applications.
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