To conduct a recruitment procedure effectively, you need to be strategic. No employer can afford to appoint misplaced employees that may lead him or her to invest their valuable time conduct a re-recruitment process for the same post.
Sometimes, repeated re-recruitment for a valuable position can be harmful to the natural progress and growth of a company. Therefore, you need to appoint genuine candidates who will enrich your human resource and contribute to contribute to the growth of your company.
Here are some strategies that you can apply to get the right employees for your vacant posts:
Analyze the Job Requirements:
You need to analyze the job to be offered to the applicants.
The analysis includes:
Detailed job description
Specific roles to perform the job
What kind of responsibilities needs to be taken
The specific tasks need to be performed
This detailed analysis is required to set the requisite job criteria for the candidates.
Identify the Required KSAs:
Sort out the required knowledge, skill, and ability, or KSA, for the job you are offering.
You need to be very careful that proper qualification and experience profile, based on KSA, is asked for in any job post.
If anything extra is mentioned in the criteria that can attract applicants who are not ideal applicants, get rid of it. You don’t want to waste your valuable time. Again, if any requirement is missed, you may not get the right candidates.
Plan How to Assess KSAs:
When you get the required KSAs, you need to plan selection methods to judge the exact level of the applicants’ KSAs. The selection methods need to be foolproof and prepared according to the needs of the job offered.
You can assess the KSAs with the following techniques:
- Background checking: Get an overview of each candidate’s ability from his/her educational as well as professional background.
- Taking interviews: Face-to-face interviews are very much fruitful in understanding a candidate’s KSAs.
- Personality Testing: Test the candidates’ personality to know whether they have any personality disorders or not.
- Cognitive assessment: Cognitive assessment is the test of a candidate’s knowledge in the required area. Knowledge can be judged by question answering method or you can implement a written or online assessment.
- Aptitude testing: Aptitude tests cover numerical ability and reasoning tests. This cannot be tested orally. In this case, you need to use a written or online assessment.
Plan Methods that are Reliable and Valid:
Make sure that the methods you plan to apply are reliable and valid. You need to check to see if there are any loopholes.
The pattern of the tests you administer should coincide with recent trends among job tests. If you use an outdated test style, the applicants might be unfamiliar with the system and the results might become skewed, leaving you with ill-fitting employees.
Adopt Multi-Round Selection:
Make your selection procedure multistage. Your job applicants need to face the selection procedure in various rounds like interviews, personality tests, skills tests, and sample work performances.
This will make your selection procedure easier and help you assess the actual abilities of your job applicants.
Make Elimination Based Selection:
You can eliminate the candidates who fail at any stage of selection. This will help you to get fewer eligible candidates for the tougher rounds.
Judging fewer job applicants in the final round makes your work easy and you can get the right candidate. This is a popular procedure used by recruiters.
But, if you are applying this procedure, you need to make sure there are no unnecessary or unnecessarily tough questions in the early rounds, as this can eliminate a good candidate without judging his/her proper skills.
Take Decision on Overall Performance:
You can also select a candidate based on overall performance in all the rounds.
In this case, let the candidates face all the rounds and then add all of their scores together to produce the final score. Now, you can select the candidates based on the final score.
This is a flawless procedure to get the right candidates. But one disadvantage of this process is that it is more time consuming than elimination based selection.
Take up a Retention Strategy:
When you can get the right candidate, it is very much important to appoint and retain the candidate. Give lucrative offers and career opportunities to the selected candidates so that they cannot leave your job offer for a better opportunity.
It is also very much important to make a candidate join with complete satisfaction that they have made the right decision. This will get the best work out of him/her.
To conclude, we can recall the great quote of Morris Chang, the CEO of TSMC – “Without strategy, execution is aimless. Without execution strategy is useless”. Therefore, apply the strategies and appoint the right candidates to your vacant posts.