Best Recruiting Practices

February 10, 201412:00 pm
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Recruitment is an integral part in all organizations, established or start-ups. It is a process by which the best talents that can bring a company up to speed are attracted to join in. Recruitment is one of the challenges of human resource management apart from keeping all human resource issues in place. For the organization, recruitment is an investment that must produce a good return in the form of productive workers and, eventually, profit for the business. As recruitment is very much acknowledged as an investment it is important therefore that it must employ the right process or techniques or it must make use of tools if it is to maximize its goal of matching the best candidates to the best jobs.

One key measure in making recruitment efficient and productive is to reevaluate its previous outputs, that is, to determine what works and what doesn’t, what costs too much money and what is economical yet effective method. Likewise, knowing the recent trends in recruitment will help make the most of the results. To stay on top of the game here are just some of the currently best known practices in recruitment.

Looking ahead

As a person that is in charge of recruitment, it is important that you not only fulfill the objective of your organization in the short term, but also meeting an important human resource need six months or one year down the road. If the immediate future of the job market seems unpredictable to assess now to match with your organization’s future objectives, then make use of analytical tools or devise a metric that will help you become a little bit farsighted and assimilate future matching requirements.

Thinking like a business marketer

There is nothing more important in a business marketer’s mind than to find creative ways to attract his target customers and get them into action by buying his product or service. Recruiters should think and act in the same way. His organization must be well promoted through employer branding and be in places, digital or otherwise, where his target candidates are.

Utilize the right tools

Leverage on the available tools you can use to track recruitment performance like determining the productivity of each step of the recruitment process. Some tools can also keep track of talents post- recruitment like how well they are performing at work.

Using Web 2.0 design

Going beyond the use of digital tools, like employing web 2.0 design, recruitment is warranted of productive results. Doing so can help in efficiently searching for the right kinds of talents in the online job market and make coordination of recruitment efforts much easier.

Keep up with the language of your organization and candidates

As a recruiter, it’s quite easy to simply go by the usual recruitment grind to fulfill an organizational obligation. Yet the task at hand holds a great responsibility to both your organization and to your candidates. You are technically a “matchmaker” that needs to make sure the match is successful. To be the kind of recruiter that they both trust, you need to speak in their language – know your organization’s core business and know the kind of core competency that is required of your candidates.

 

Read also: 10 tips to a great interview 

 

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Article Contributed by HR in Asia‘s Team.

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