Business of all sizes: from small, medium to big, all need a process for talent acquisition. This is a common concern and enquiry raised from company leaders. In this article, Faro Recruitment Vietnam will guide you through the five basic steps that will definitely back you up in your recruitment process.
1. Generating potential lead
One of the most cruicial step is to make sure that you can generate a pool of suitable talent for your current vacancy. In most cases, it is common practice that HR managers will simply choose the first candidate to come or the easiest hiring option. What comes easily will not usually be a good decision. Professtional recruiters recommend business leaders to design a process for potential employees generation. The process starts with a job description, defining what roles the staff will fullfill, which qualifications the company desire for. The next step involving the tactics to promote the job postings in many channels. It could be something like professional website for job seeker, or via social media platform such as Facebook. LikedIn posting and sharing at networking events may be another option. Be sure that in this stage, you ultilise all channels to generate as many potential leads as posible.
2. Picking the right questions for interview
There are some basics rule in asking the right questions for behavioral interview. Of course company owners want about their real experiences istead of hypothtical questions. Therefore, you should carefully design a questions list beforehand. It is highly advised that you start by outlining from 3 to 5 most outsanding tasks and key performance indicators to evaluate the performance of a candidate. Then you can develop other relevant questions regarding their past company. Digging into some questions like: “What have you achieved?”, “How about the time when you did this project?”. Their behaviors and experiences will be clearly highlighted through their responses.
3. Ultilising Assessment Tools and Exercises
There are a few extra tools and methods for employees assessment including a IQ, EQ, personality test. Company owner may also want to use some kind of physical ability test if the nature of the job requires. Any types of test is acceptable provided that it does not cotain discrimination contents and still relevant to the scope of work. Some exercises such as team-work discussion, case studies and many other things. These types of exercises will help you to understand the thoughts and behaviours, then coninuing with the processes and making final decisions.
4. Checking references
There is 3 key elements to remeber in the checking references step: 3 C's: Chemistry, and Character, Competency. Never forget to make the reference calls and crosscheck the validity of the references contents. Do not always follow your intuition and feeling about the candidate.
5. Making the final selection
The final step will deliver you desired results provided that you build a comple HR system. You should clearly defind the scoring, ratings of the candidates then choosing the best possible employees. Carefully read these steps and implement them in the right way. If you have any questions, please contact Faro Recruitment Vietnam, we are pleased to help you with all the issues related to human resources and talent acquisition.