It doesn’t matter which business you are running, what matters is the quality of employees in your organization. A company is as good as its employees. However, it is a hideous task for the human resources to identify and select the best candidate out from the interview process.
We are here to simplify that process by giving out 7 of the most powerful tips which will make your task of identifying and selecting the best candidates for your company far more easier than before:
1. Predictive Index Can Help The HR To Look Through The Talent
The predictive index is a measure of an employee’s behavior which helps the management to predict the value of that employee in the company. These behavioral assessments are pre-employment tests which are used by thousands of organizations around the world.
2. Define The Job Before Sending Out The Vacancies
It has been seen many a time that startups usually hire more than necessary people at the start and when they have to make the tough decisions, they pass the torch to lower management. One of the best ways to tackle this issue is by having a hard look at your organization’s requirements. Only send out vacancies for the jobs which are really necessary and are not just there because your competitor has people working in that sector.
Always make the scope of work clear in the job description so that parties which are talented enough can come and get their shot.
3. Search For The People Whose Works Are Already Being Liked
One of the best ways you can move with talent acquisition is by reaching out to people whose work you are familiar with. Want to hire a good web developer? Why not go to some popular freelance sites and look for people who are doing good there.
Contact them and ask them if they are interested in working on a payroll. This way, you will be sure that the person you hired actually know what he/she’s doing and has a legit portfolio.
4. The Job Descriptions Should Focus More On Challenges Rather Than Compensations
In order to get the most visionary talent among the pool of choices, you need to start early. Right from the structure of the job ad copies. “Help our company publically test a beta-version product” is more impressive than “Looking For software engineers – high salary”. You’ll get more quality leads for the 1st ad copy as talented individuals don’t usually get attracted to money but try throwing a challenge to them.
When the interview process begins, make sure that you lay out all the challenges in front of the prospects. See how each of them is reacting to it and if they have any better idea to do the work.
5. Right Interview Questions To The Right Candidates Can Make A Huge Difference
Job interview process is the last screening process of a candidate’s behavior, confidence, conversational skills, and technical knowledge. However, the pressure of a job interview can make the best of best nervous and they can be out of their games that particular day.
Now many of you’ll argue that if a candidate can not take the pressure of an interview, how will he/she take job pressures? Let me remind you, legends like Walt Disney were rejected from the job interviews for being ‘less creative‘. What an irony!
6. Check The Online Professional Networking Profiles Such As Linkedin
Linkedin and other professional networking sites have proved to be of great help for recruiters when searching for dedicated talent acquisition. People, who are professional and serious enough, are usually active on Linkedin and have strong profiles there. A lot of work gets filtered out when you take this approach. You’d see recommendations fro their previous employers, their specialization, their write-ups, and most of all, how they behave in a public platform.
7. Always Start With Offering Them the Slot On A Probationary Period
If a candidate really impresses you, don’t jump the guns without thinking twice. It is a common practice to offer the jobs on a probationary / training period of 3 months. This way, you can experience the employee’s commitment first hand and decide whether you need someone else for the task or not.
So, these were 7 of the most solid tips which can be used by your talent acquition team to find and hire the best candidates for your company.
