Hands-on recruitment experience is considered as one of the important factors of recruiters when looking for suitable candidates for businesses. Especially, in the context of the current competitive labor market, it is challenging all businesses to approach these priceless human resources, which require businesses constantly broaden knowledge as well as hands-on experiences to overcome the dilemma of recruitment.
In this article, FaroVietnam will share with businesses 6 recruiting experiences to follow.
Building detailed job description
Building a detailed job description is the foremost element of the recruiting process to avoid the case of ignoring sketchy job descriptions of candidates, which require businesses to make a recruitment plan and update information in a detailed and attractive way.
According to human resource experts, recruitment information should include criteria such as information of business, reliability, detailed job requirements, salary and benefits, welfare, etc. From there, candidates can assess the mission and vision of the business and evaluate themselves to job requirements.
Applying common requirement channels
The second element inferred from practical experience is to take advantage of popular media to release job advertisements because it can easily approach the labour force and promote business at the same time.
Obviously, searching candidates through media platforms makes the recruitment process become faster. Moreover, businesses can rely on 3rd parties to make the recruitment process more efficient.
Effectively screening resumes
After attracting candidates, employers should screen resumes to select candidates that match the criteria. At this stage, it can have some arising problems related to the number of resumes that can be too many or less.
In case businesses receive too many resumes, employers should follow methods that quickly screen and select the most suitable resumes. This screening process should ensure compliance with the following:
Evaluate and focus on the potential candidates
Do not evaluate the excellence of resumes. Evaluate resumes and achievement of candidates which meet job requirement
Do not compare candidates with each other since each will have its own strengths and it can be promoted in different working environment
In contrast, in case of too few CVs, employers should research the current human market once more and be more proactive in attracting candidates at the same time. Employers can contact external recruitment service providers to solve this issue.
Focusing on the interview
To hire the best candidates, businesses should concentrate on the interview with clever and right-focused questions to evaluate the candidate to avoid missing potential candidates.
However, during the interview, HR staff should not ask too difficult or too simple questions. This not only affects the quality of new employees in the future, but also makes the candidate have a bad impression with the recruiting company.
When candidates pass the interview and are accepted for the job, it turns into the probation period. During probation, candidates will have the opportunity to directly experience the job and show their capabilities as well as evaluate whether they are suitable for the vacancy. At this point, the business can also participate and make the final decision.
The hiring decision stage is also very important. Candidates pass the interview round, enter the probation, but they do not meet the actual job requirements, which means that businesses may not sign labour contracts with unsuitable candidates after the end of the probation period. This oficial hiring decision of businesses also means that they must apply the recruitment process from the beginning.
Above are the recruitment experiences that businesses should refer to. Hopefully, this article has provided useful information to readers.
See more: top recruitment agencies in vietnam