Many HR managers want the most talented people for the organization, but that alone is not enough, they must know what the world’s human resources are doing to accomplish that. It is not necessary to invent a new method, what experts have proven to be effective, you can apply it flexibly to your organization. Even if you are only looking to hire a seasonal staff to do temporary executive jobs for 1 month, you can still apply the methods that large organizations in the world are using listed below. Here are 3 of those ways:
1. Improve the brand identity and experience of the candidate
The old hiring process often doesn't pay much attention to the brand's brand identity. In fact, good employees love not only the work they do but also the values that belong to the company. One of the easiest ways to improve brand identity is to have an engaging online interface. With the current technological development, this is not too difficult.
Today, the definition of the effectiveness of online branding is also changing. When it comes to effective tools to promote employers' brands, job social networks are dominating the business's own website.
However, the business website is still an ideal place for employees to send their feedback, helping potential candidates have a closer look at the company they are applying for. Businesses can also integrate visual tools for employees to post videos or photos of the reasons why they prefer to work for the business.
Employers should also use social media to connect and communicate with candidates, join groups related to their field of activity or even create new groups on social networks. Share the company's unique activities, respond to posts on Facebook ... so that the brand becomes closer.
2. Don't be too "choosy fish to choose soup"
Recruitment should be done strictly, but there is a certain boundary between strategic and rigid, "selective" recruitment strategy. Old-style employers have an ideal model in mind. However, that model is not realistic when the "ideal" standard is very different and depends on each cultural feature. The expectations for candidates should be highly realistic and hiring should be based on the potential they can bring to the organization.
Employers should also not eliminate candidates who do not meet all of the required skills. Instead, businesses should focus on the skills the applicant possesses to determine whether they can receive additional training during the work process. For example, if they are eager to learn and adapt well to corporate culture, they still deserve the opportunity.
3. Quick feedback for candidates
The top reason why a candidate refuses a job is not the position and salary, but because the candidate has received another invitation before.
Most decisions to hire candidates take 3-6 weeks to make, while good candidates usually accept their first offer. Therefore, if you do not want talent to fall into the hands of competitors, employers need to accelerate this process further.
Even when there is a high probability of failure, candidates still want to continue seeking opportunities. Therefore, employers should disclose information about the number of candidates to be employed, about future recruitment, about how the company will contact them after the recruitment decision is made … These not only encourage candidates to wait patiently for hiring decisions from the company but also create a good impression of the brand.
With our long experience in recruiting human resources of temporary executive jobs, we are willing to support our dear customer. Please contact us if you need:
● HANOI HEAD OFFICE
Add: Unit 701A, 7th floor, Handi Resco Tower,521 Kim Ma street, Ba Dinh district, Ha Noi
Tel: + 84 24 3974 3091
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Add: Unit 1102, 11th floor, Central Plaza Office Building, District 1, Ho Chi Minh city
Tel: + 84 28 3821 4654
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