3 Small Tweaks That Will Hugely Improve Your Recruitment Process

Employee recruitment is a skill that is crucial to the success of your firm.

The way you are able to attract and hire the right candidates determines how skilled and dedicated your employee pool will be.

Increasing global competition and virtual employment provides job seekers with more opportunities than ever before, which makes it harder for recruiters to find qualified candidates.

However, there are strategies to improve employee recruitment, with these tips:

Don’t Just Focus On The Positive

Some recruiters tend to treat a job advert as a marketing ploy, trying to make the position sound as enticing as possible.

While that may be a great tactic to attract the most candidates to interview, it is generally a time waster.

A job description should focus on the real skills needed for the job, as well as some of the hardest challenges.

Instead of writing words like “easy work; great pay; advancement opportunities,” focus on the qualifications the person will need.

Although you will likely get less people that are willing to interview, you will save time by eliminating the non-qualified applicants right off the bat.

End With The Requirements

Forbes recommends ending the job posting with the toughest job requirements.

Traditionally, job adverts list the qualifications first, and end with the more positive aspects, such as pay and benefits.

However, most people tend to remember what they read last, so even if they weren’t thrilled with the job requirements, the listed salary could excite them enough to apply.

To avoid this, list the positive aspects first, and leave the skills, experience and job details to be included last.

Implement Tests

Universities require test scores in order to assess incoming students, so why shouldn’t recruiters utilise skill tests to appraise new hires?

A resume and references can only tell you so much about the candidate, but giving them a test will provide you with an accurate picture about his or her skills and knowledge.

Start with asking general industry questions during the initial phone interview, and provide a more detailed written or oral test during the in-person interview.

A side note is that it’s not necessary to eliminate a candidate just because they may not have passed the test; a worthwhile employee who is enthusiastic to learn and has the right attitude can prove to be a worthy addition to your team with a bit of training.

However, the test is still needed to gauge this person’s knowledge in order to know what to expect.

Recruiters should remember that the more effort they put in before hiring the candidate, the less work they will need to do in training and possibly replacing the wrong hire. Improve your recruitment strategy with these three tips.

Thanks again

Mark Williams

Head of Training and Development


(Image by Dollarphotoclub)

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Mark-WilliamsMark Williams

Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.

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