Dozens of candidates' profiles, lists of phone calls or interviews are always waiting for your attention when you are hr consulting companies. However, are you excited about what you do now? Are you wondering why you always get the same "temporary" candidates - those who have the expertise that matches the expectations of the job position and company culture, but don't bring the breakthrough and showing the talent factor. Here are 5 tactics that you can apply to ensure that your candidate recruitment efforts will find diversity:
1. Reassess biases about a "suitable candidate"
When considering whether a candidate is eligible for the position, in addition to assessing skills and competencies, do you acknowledge that you have considered the overview of that candidate? Or are you stuck with your own assessment, because the candidate meets the requirements of the job but your subconsciousness does not accept the candidate? People with distinct backgrounds and experiences must know how to prove they have new skills, resourcefulness, flexibility and ability to handle problems successfully. These are examples of the characteristics of a very sought-after leader in the market.
2. Find talents you can manage
Life events or accidents often change the lives of many people. They must endure - or change their adversity. You will find talents with special skills as well as life experiences more than other candidates. These candidates have the skills, flexibility and toughness to deal with complex changes - which is absolutely essential to daily work problems.
3. Learn how to read application information
Find out what is hidden behind the job application. Use recruiting questions that help you count on your candidate's professional resume and motivation. Think that your initial evaluation of the candidate needs to be verified during the live chat.
4. Discover the candidate's transition skills
Many candidates are still recruited even though they only meet about 80% of job skills requirements, but they show them in many different industries, positions and times. Many people have the supernatural ability to adapt their experience to different environments.
5. Find talent in new areas
Employers today need to build broad relationships from interacting on LinkedIn, Twitter and Facebook or even building close relationships to understand their knowledge and experience. Enterprises also need to interview the candidate that the employer recommends, thereby seeing the talent of the candidate that the textual information cannot clarify.
If you want to surpass the traditional standards of the familiar candidates before, the employer must focus on looking for "talent" - inherently only detected by the eyes of the elite. This is a good time to determine the number of potential factors that make any candidate more valuable and bring surprise to the business.
In general, when you refresh your observation ability beyond familiar standards, keep in mind that a decent employer is someone who applies hiring techniques they already know. However, an excellent employer is someone who seeks and develops new ways to overcome their own prejudices about people.
Finally, an excellent employer will identify the talent detection factors that can bring success to an organization. Start over, think in a new way and look to more diverse candidates now.
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