Devoted to recruiting, finding top recruits, and hiring tips and advice

Choosing a headhunter to partner with is not an easy task to do. There are several things to consider when dealing with them or in making a partnership with them.

In the company's side, there is the cost. Headhunters should be a worthwhile investment not something made just in name. There should be a real partnership formed in here meaning that the quality of applicants that these headhunters endorsed should really be worthwhile and not just something that should be done in order to add up in numbers. Aside from that, an understanding prior to the establishment of the relationship should be done so that these partners could really select the applicants that they are looking for the companies that they venture into partnership.
 

Preparation is considered as a vital aspect when interviewing hence this should be practiced either by the recruiter or the applicant themselves. This video which I found somehow shows the scenario where both  parties are not prepared during an interview and this is what happens:

Aside from the application form, an applicant's resume is another thing which reruiters focus on when asking questions. This is very important because the information written here came first-hand from the applicant themselves thus showing what they did, they are doing and what they can possibly do in the future.

Of course, analyzing this should not be a difficult feat.

Instead of starting from the usual which is the course, one alternative in resume screening could be starting from their present job and moving backwards. One of the reasons why I sometimes do that is to know what are the things and experiences which he realized from themselves when they look back at their career path. In this way, you would know if the candidate is really conscious of their career path as well as career goals.

This kind of resume screening is not that new but practicing it every once in a while could really help you in practicing your screening skills as a recuiter.

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There is one thing that recruitment should always remember when recruiting people for job vacancies and this is looking for the best. Of course, looking for the best does not always mean that you would end up with one. That is why the recruitment process should help recruiters in making sure that this task is implemented.

Here is a guide which communicates with applicants but I decided to alter it a bit and make it more recruiter-inclined. These tips could serve as a guideline for comparison and see if these people would be able to stand up if compared to these factors. Here are some tips which helps in determining who is best in the position:

a. Give an overview of the job and company
b. Show them the most important aspect of the job
c. Look for the best answers and specific examples
d. Look for personality
e. Check if they listen

I hope these tips could somehow aid you in your recruitment process.

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We all know that recruitment is part of the HR department which means that this type of HR function should have its own strategy or goals in order to have purpose.

This strategy would really be dependent on the real nature of the organization because it should coincide with the goals of the HR department. Here is a good example of possible goals which could be used in the HR department:

- To create significant jobs that is vital to meet the goals of an organization
- Appointing right personnel in right position, thereby ensuring that required knowledge, expertise, and skills are blended in right proportion for the accomplishment of goals
- Developing a framework in order to help employees to effectively carry out their tasks and responsibilities
- Creating a favorable environment for employees to work within the organization
- Providing employees with feedback regarding their performance
- Creation of a positive working environment
- Retaining competent employees
- Assist employees as well as the firm to face challenges and changes

As part of the recruitment team, functioning towards these goals would ensure that you are doing your job in a way wherein you implement the goals of the organization.

Do you practice that when recruiting?

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There should be a definitive guideline as to the different things that interview questions should have. Of course, having the company's own standardized question is good but you should also ensure that these questions would embody the different things considered important when interviewing.

This is a good guideline in terms of the wordings of questions:

-Wording should be open-ended. Respondents should be able to choose their own terms when answering questions.
-Questions should be as neutral as possible. Avoid wording that might influence answers, e.g., evocative, judgmental wording.
-Questions should be asked one at a time.
-Questions should be worded clearly. This includes knowing any terms particular to the program or the respondents' culture.
-Be careful asking "why" questions

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Attrition is not something that companies take lightly. If they could, companies would make sure that they would have none to minimal attrition rate. Of course, recruitment plays an important role in making sure that this goal would be implemented.

This suggestion was discussed in this article which also discussed the same topic. Here is the summary of the suggestion mentioned:

One of the effective ways for staff retention is to recruit right personnel to fill the positions in an organization, via methodologies such as competency tests and behavior tests. Another key step for the successful retention of staff is to follow the policy, 'Hire Only the Best,' ie never recruit an employee unless you as well as your organizational team are satisfied with a job applicant.

Personally, I think that this suggestion should be in the minds and hearts of recruiters and not just during interviews. This means that recruiters should always keep this is mind when doing their jobs.

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This is a very interesting article that I read about which deals with the interviewing system. One of the things that recruiters could do is to incorporate the rating system during the interview. This could be done before the interview during the resume screening or even during the interview proper.

This is a very good interview rating system which interviewers could adapt:

5 - Completely meets this criterion
4 - Mostly meets this criterion
3 - Just about acceptable on this criterion
2 - Below the minimum requirement.
1 - Unsuitable on this criterion.

I think that the rating system would be a good way to promote standardization when conducting interviews. What do you think about it?

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In order to have good candidates, you have to have your pool of qualified candidates and then from there, you are able to implement a selection process which would weed out the best among the rest.

For you to get the best, you must also know where to search these people and how to get them interested in the position that they are applying for. There are certain sourcing strategies involve which you could implement your recruitment activities. Here are some effective suggestions to source out candidates:

-Internal sources, either from employees or their family and friends
-Word of mouth via employees
-Past applications on file.
-Schools and colleges for graduates or school leavers
-Government agencies like Fás
-Advertising, locally, nationally, or internationally
-Employment agencies

Using these channels would enable you to get a lot of candidates and also to evaluate on which sources are able to produce qualified applicants. From then on, narrowing and focusing on that strategy would give you double than what you are targeting for.

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In an interview process, it is very important that you would be maintaining consistency during the interview because it means that you implement standardization. Of course, this does not happen instantly considering that interviewing takes time to learn and you actually need to practice this in order to know your strengths and weaknesses.

There are several ways to ensure that you have this factor when interviewing. One is through ensuring that you have your guidelines with you. If you want to have a more personalized guideline, you could try reviewing your past interviews and see which question you consider as relevant in a recruitment process. From thereon, implementing a proper selection process would be a breeze.

Interviewing, as I mentioned is a learning process hence the need to be on the look-out for improving this process. Aside from that, there are still new things being discovered here and then and making sure that these things should be included is a very innovative way in recruitment.

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