A LikedIn profile or a normal CV is a crucial document for any candidates wanting to find a potential job. However, from the view of a business owner, experienced recruiters never relied entirely on these profile to make the final recruitment decision.
The problem lies in the fact that human being tend to exaggerate or even make up their experiences or achievements. In summary, there are too many things a simple resume cannot show you about a candidate. You will not know whether he is the right type of person that your company needs or if he will fit well with the style and environment of your organization.
On the other hand, there are a few non-traditional tactics which will help recuiters to find the desired employees without just looking at the resume. Below are some tips from Faro Recruitment Vietnam to back your recruitment campaign, securing you with the best hires for your firm without heavily depending a virtual profile or a document.
Paying serious attention to the application
The first and foremost step in the process of talent acquisition always is application process. The way candidates handle this initial interaction will decide a majority of their characteristics. Recruiters will pay more attention in extra elements in the application kit beyond the CV. Whether the applicants send a personalized, appealing application letter, smartly followed by an enquiry email or call later or just sending a single resume without putting more efforts beside that? People who do not invest their time and intelligence for a job will be unlikely to be an enthusiastic and serious candidate.
Especially in the tech industry, a job posting usually deliver high return in the number of applications, HR managers are more and more taking the initial interaction seriously.
There is a new modern trend to identify candidates who are just spreading the same type of cover letter to all recruiters, which involves adding a specific code of hashtag to your application package. According to some experienced HR managers, they surely ask the candidates remember to include #iactuallyreadthis in their cover letter. People who do not follow this will definitely do not check the details; therefore, they will definitely be the wrong options.
Do not just asking in the interview
Rather than just including specific, pre-designed examples from their experiences in the past, recruiters want to see how the future employees actually perform on the job.
For example, if your recruitment campaign is aiming at hiring a telesales, you can ask the candidate to make a mock phone call and evaluate their performance. Even if you are searching for some bigger roles, such as a project manager, you can still as them to make some recommendation on your current project outline or plan.
Talent acquisition is an important task that every company need to do yet only a few fulfill it effectively. Therefore, you cannot gamble when it comes down to making a top important decision. It is advised that you have a professional team like Faro Recruitment Vietnam accompanied to help you go through all the difficult procedure, ensuring a successful talent acquisition campaign.