Hiring quality candidates is important to employers. On average, it takes about 24 days for each employer to recruit a suitable employee. It can be said that this process is quite long and depletes a company's resources. That's why some employers choose to hire personnel recruiting services instead of looking for and waiting for really good people.
For positions that are in urgent need of personnel, employers will conduct quick recruitment or cooperate with third parties to achieve benefits. Finding a balance between quality and number of candidates will help you build a team with long-term viability. To find a balance between hiring time and the quality of hired candidates, implement these four strategies:
1. Use new tools
The role of technology in recruitment is simply to help recruiters screen out quality and more prominent resumes. Usually, HR personnel recruiting services reviews their own resume to give the company a number of qualified candidates to a certain extent. Technology software can help you complete this stage more quickly while still ensuring the necessary criteria based on keywords.
Artificial intelligence shows the potential of using technology in recruitment. AI-powered recruiting platforms quickly exploit hundreds or even thousands of candidates and rate them based on skills, experience and a number of other characteristics. Studies show that employers who ignore AI will spend more time but complete less work. Quality recruitment will be more convenient with the integration of technology in the hiring process.
2. Perseverance and proactive in the recruitment process
Searching for quality employees in a short time requires diligence, perseverance and initiative from employers. Technology only helps identify bright candidates at the first level and focusing on quality hiring methods requires you to understand candidates at a deeper level.
You need to research carefully about the candidates, find out all their information from different sources such as application profiles, their personal social networking accounts, etc. These additional steps will help. You save time, and the qualified candidates will "appear" to enter the interview.
3. Skip the general approach
About 31% of job seekers expect personalized messages from potential employers. You can promote hiring time and improve the quality of candidates by creating a consistent and valuable message for each candidate. After these initial interactions, continue to tailor each commitment to a specific job seeker. Think of candidates as customers: the sooner you can customize the interests and company culture according to their specific interests, the faster you can entice them to join the company.
Although you will face many challenges in the search for talented candidates, do not let the pressure of time affect the recruitment results. Instead, design an intelligent hiring strategy to prioritize finding the best candidates in the most efficient way possible.
4. Diversify recruitment channels
One of the reasons why you hiring employees is not effective is because you have not exploited candidates from different sources. Currently, there are many forms of recruitment for you to choose, such as: job advertisements on newspaper, employment links with the system of universities, colleges and vocational training institutions; participate in recruitment at job fairs; seek the support of reputable recruitment service providers ... In addition, online recruitment is being interested by candidates such as Farorecruitment.com ... You can start looking for candidates.
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
Fax: + 84 24 3974 3090
HO CHI MINH CITY OFFICE
Add: Unit 1102, 11th floor, Central Plaza Office Building, District 1, Ho Chi Minh city
Tel: + 84 28 3821 4654
Fax: + 84 28 3821 4653