Recruiter's Essential Tips

Source: eGrabber Newsletters Many companies find hiring temporary employees handy. One of the popular recruiting strategies is to hire a qualified and competent contingency employee who could be subsequently made permanent. It is important to know how to identify and hire temp staff who will perform well. Look for those who are quick learners and self-directed. They should also be able to adapt quickly to a new work culture easily and be flexible.

Source: eGrabber Newsletters Your job description should define success, not skills. So, the next time you send out a recruitment ad, make sure your job description talks about what candidates can achieve with specific skill sets. Shifting the focus to opportunities and growth is bound to attract the best talent. Highlighting what candidates need to achieve with a particular set of skills gives the impression that your company is seeking high performers and go-getters. Such an approach will also position your company differently in the job market.

Source: eGrabber.com Candidates are customers till they become employees. Deal with them the way you interact with your customers. Respond to their inquiries, tell them how they fared in the interview and ask them “how did we treat you?” during and after the process. Also, try to find out why they rejected your offer, in case they decide not to join you. Part ways amicably and you never know, they could be working with you in the future!

Source: eGrabber.com If you are a small firm, limited resources and experience reduce the scope of your recruiting activities. You need to adopt a more personalized hiring strategy to attract talent. Some inexpensive recruiting methods at your disposal include re-hiring your former employees, having a strong employee referral program, getting contacts from new hires and rewarding managers for great hiring and retention.

Source: eGrabber Newsletters Since employees are likely to hop jobs, it is important to take adequate steps to prevent it. Considering counter offers is one way to handle this. Ensure always that your counter offer addresses and benefits the employee’s career development. Never make a counter offer solely for the company’s benefit. Selfish counter offers will only delay an employee’s decision to leave. If you cannot make a counter offer to match the other company’s offer, be creative in structuring the offer and include benefits that surprise the employee.

Source: eGrabber.com First impressions are largely based on the personality of candidate and not substance. The moment you have decided to accept or reject a candidate based on ‘first impressions’, your evaluation process shuts down. You still go through the motions of asking questions, and use the answers to either support your first impressions or ignore them if they seem to conflict. The key to effective hiring is to move beyond this "first Impressions". After you interview a candidate, wait for a day before you inform her about the results.

Source: eGrabber Newsletters A potential candidate should have basic competencies such as behavior, knowledge, skills and abilities. Competencies are demonstrated through specific, observable behaviors and can be measured by pre-screening and interviewing techniques. List down the key qualities and qualifications that a candidate should have for a given job position. You can find them from the job description itself. Focus on these competencies during the interview and keenly observe if the candidate fits the bill. You can also use proven ability and psychometric tests to measure various competencies. Identifying, observing and measuring competency while recruiting can greatly alleviate retention problems.

Source: eGrabber Newsletters There are many ways to figure out when your employee is likely to quit. But before you try then, you need to be aware of the ethical, legal and cultural issues involved. Look at the timing of previous job changes to see if there is a predictable pattern of when they are likely to leave. Search the job boards in the Internet for resumes of your employees. Attend job fairs to see if any of your employees attend. Have a recruiter call them directly to see how interested they are, or run a blind ad to attract your own employees who may be looking for jobs. Remember, the goal is not to identify the disloyal, but to use this knowledge to improve the "lookers" job. So, be prepared before one of your top performers quits.

eGrabber Newsletter - Tips for Recruiters