For many small business owners, interviewing candidates to find the talent to grow with the business is like persuading someone to give up their team to accompany you. Hiring candidates with the right qualifications for the company is essential to the success of any employer. But ultimately, small business development is often based on recruiting strategies from personnel recruiting services. This article will give you 10 tips that personnel recruiting services can complement to recruit the best candidate for the job:
1. Building appropriate job descriptions
Job descriptions are often overlooked in many cases, which is a bad habit because candidates' job decisions are often based on responsibility and how the position is communicated. Too vague job description is one of the causes of failure to recruit qualified candidates. In addition, attention should be paid to setting the job title, as simple as possible.
2. Selecting a reasonable interviewing council
A council of experienced people should participate in the interview and decision making process. This is also good for the relevant audience - those who actually work with selected candidates. Existing employees - those in similar or similar positions will be able to relate to the candidate and encourage them to make decisions based on their capabilities. This helps candidates feel more motivated and involved.
3. Prepare fully for the interview room to recruit candidates:
Need to determine the appropriate interview style and prepare related questions from where. Important aspects such as good interview and communication structure are important at this stage to avoid discrimination. Interview questions should be based on job requirements and should not be discriminatory based on gender or race.
4. Conduct a professional interview
There are many interviewing strategies available today. The 70/30 rule should be applied here. You should create conditions for candidates to speak in 70% of the interview time and employers should only say 30% during the process. You can see more interview guides with more detailed explanations of how the interview is based on competence.
5. Fully explain the job
If the candidate's thoughts on the job are not close to the real work-related reality, this will cause them to quickly leave the job after being hired. It's disastrous because you have to start the hiring process from scratch. Be very careful when fully explaining the job to the candidates during the interview process and checking if they really understand the job. You should remember that interviewing is not just about selecting excellent people but more importantly making sure that these people really want to do that job or not.
6. Frequent communication
Make sure you communicate with all candidates throughout the process. Feedback should be sent back to the candidates as soon as possible. Full notice to selected candidates as well as those not selected. When someone is applying for a job, they also have a first impression when contacting the company.
7. There is a wider selection of candidate
Be wary of too few final lists and end up with just one or two candidates for an interview. A necessary information in the recruitment campaign is to have at least three candidates in the final interview. This is to make sure that if you lose the top candidate, you still have two or more opportunities to choose the right candidates.
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