Recruitment and selection of employees – how to do it effectively?
Effective recruitment of employees, especially for large and recognizable companies, can be extremely difficult. It is not uncommon for thousands of candidates to respond to one advertisement, especially in the case of positions that do not require specialized competences. Sometimes, however, even offers for specialist positions are very popular, e.g. due to the reputation of the workplace or attractive employment conditions. And although it might seem that the more applications, the better – this is not necessarily the case. Going through hundreds of CVs and selecting the most interesting, most promising people is a real challenge. However, recruiters have developed effective methods for selecting offers and recruiting employees who are actually suitable for a given job.
How to attract good candidates for your company in the recruitment and selection process?
In the case of open recruitment, usually the first step to collecting CVs from potential candidates is to place an advertisement on one of the popular job search portals. Adding an advertisement itself is associated with small costs, from several dozen to several hundred zlotys and this cost is fixed, i.e. no additional remuneration is charged for the fact that an employee is found through a given portal. The quality of applications from this type of ads can vary greatly. It is not uncommon for job seekers to send their CVs to all possible advertisements so that only someone will contact them, which introduces chaos and unnecessarily prolongs the process of selecting offers. For this reason, companies with an internal HR department or with a budget for the involvement of the so-called head-hunters in the process often completely resign from issuing this type of advertisements, because they themselves have qualified specialists to search for suitable candidates. However, all employee websites turn out to be invaluable when looking for interns, apprentices or lower-level specialists who are taking their first steps on the labor market and do not have experience in looking for their dream job.
If you have recruiters in your company structure or outsource recruitment services, it is a good idea to use other recruitment methods, e.g. by actively searching for candidates through social media (e.g. LinkedIn or Golden Line), as well as the Direct Search method. In this way, you can “pull” an employee from another company and offer him a position in your company. However, the most interesting candidates from the market often show great loyalty and if they are not actually presented with a very good and competitive offer, they will not be willing to talk about changing jobs. However, if the employer is looking for an employee for the relationship who will push the company’s development forward, this is definitely the best recruitment option.
In a situation where the employer is looking for people for temporary or seasonal work , the best solution is to use intermediary companies that will delegate the right people to perform the tasks. Self-recruitment and HR services are usually associated with unnecessary costs for such employers, which can be avoided in this way.
How to find the perfect candidate in the recruitment and selection process?
Regardless of how the candidates for a given position applied, it will be necessary to select the most promising ones from among the applications. The first thing to check is your CV – at this stage, there may be one more document, which is a cover letter. The more precisely it responds to the content of the advertisement and the more information coincides with the “ideal profile” of the employee you are looking for, the better. The easiest way to use the 0-10 scoring method is to use the selection method. The more points a candidate obtains, the greater the chances that they will fulfill themselves in their new role and the sign that it is worth inviting them to further stages of recruitment.
The next step in the selection process should be a telephone interview or recruitment tests to check the accuracy of the information in the CV. If, for example, the candidate wrote that he or she communicates fluently in English, it is worth asking him a question in this language to see how he or she will react and whether he or she will start the conversation. If he avoids the topic or refuses to take the test, it is likely that the information on the CV is not true.
A proper recruitment interview should focus on the candidate’s experiences, difficulties, strengths, weaknesses and aspirations, as well as dispel any formal questions a given candidate may have. An interesting solution for most industries may be to organize a trial day as the last stage of recruitment, during which the candidate for an employee will be able to demonstrate knowledge of the industry and soft skills, and at the same time get to know the potential work environment.
Effective recruitment and selection of employees is largely the art of paying attention to details. However, the basis is to think about what skills are crucial for a given position and which are only welcome. Thanks to this, recruiters will know what to put the most emphasis on when talking to candidates and what skills to rate higher than others.
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