You’ll always come across guidelines and 5-step strategies for successful recruitment. Almost every recruitment agency or HR department has their own way of going about sourcing candidates. However, how successful recruitment is, depends on a lot more factors than just the process and attitude.
In fact, some of the vital aspects of recruitment pertain more to the hiring company and the job offer than they do to the candidate or recruiter.
Accurately Capturing Company Culture
We talk about this a lot and we like to emphasize it because it’s one of those company aspects that contribute so much to day-to-day motivation and productivity. A candidate’s interest can be peaked through little values and morals that you display on your website, in the office, and even on the job offer that you present.
For example, a discrimination disclaimer is one of those little details that drive my interest in companies. Upon seeing that familiar line of the nondiscrimination statement, I’m drawn to the company as a unit, concept, and product. This leads me down the path of looking into the company, what it does and what else it stands for.
A well-defined, well-communicated set of values automatically shape the company’s culture.
The Job Offer
It’s important to be aware of how the job offer portrays your company. Moreover, how it portrays your sense of putting value on the candidate’s specific talents or experience. Quality candidates expect a generous and fair job offer tailored to their capabilities, one that would grow alongside their contribution to the company.
Personalizing the job offer for each candidate should be well-thought-out at the later stages of the sourcing process. Once you feel that you have a sense of their soft skills, you can start working on meeting their requirements, preferences, and so on. Manatal’s AI recommendation engine ensures that the best candidates are scored and recommended for the open position. Our sourcing tools allow you to keep track of the candidate’s skills, capabilities, package details, and other data as they make their way through each stage of the recruitment pipeline.
This goes without saying, but a flexible work model is more than just a nice available option. At this point, it’s more or less a given, a requirement set by a lot of governments around the world as we try to fight the global outbreak.
A lot of companies are concerned about the prospects of hiring someone they’ve never interviewed in person, that the company’s goals, processes, and culture wouldn’t come across as clearly through a computer screen. And though this is a very valid concern, the remote model might give you and the candidate a better sense of time management. Without the social elements of office work, dedicating an appropriate amount of time to employee training & candidate onboarding can be easier to stick to, not mention that it will save you a lot of effort down the road.
Hire the change you want to see
Hire the talent that your company needs, the talent that you really want to work with. A mistake a lot of companies make is attempting to change or mold the talent they hire. And though this can be done to a certain extent (just enough to align your goals and process), your team members need to have the individual freedom to be creative, and bold. Remember Steve Jobs saying “It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.”
This shift in mindset can catapult a company ahead of its competitors. The modern company model relies less on manpower and paperwork and more on innovation and creativity. It’s important to understand exactly what your company lacks, where certain talent is needed, and so on.
Great things are only accomplished when everyone involved is on the same page. Transparency goes for goals as it does for assignments. Define the vision with your team early on, and incorporate the result into your company culture. Give clear tasks and instructions and keep everyone up to date on milestones, goals, company performance and so on.
The recruitment process is different for each company or recruitment agency. One thing that is vital in each version is maintaining communication with candidates whether they got the job or not. Communication and talent tracking ensure you have quality candidates for future placements.