The success of a business depends heavily on the ability to attract and recruit talents.
To talent to find businesses. Finding the best people and making them feel like becoming a member of the organization is similar to what a business needs. The organizations with competitive advantage must be organizations that know how to make talent come to them on their own. Through experience helping organizations successfully recruit more than 25,000 positions, Faro recruitment offers a following process to help businesses search recruitment of the best talents.
Define exact criteria:
Before searching for candidates, businesses need to ask the following questions:
a. What are specific needs and when? In this case, the recruitment goal of the enterprise is not to "fill in the gaps" in the human resources but to supplement the manpower for future development goals.
b. How is success quantified? Without proper measures, businesses cannot determine an employee with excellent performance.
c. Why do the best candidates want this position? The best employees will proactively choose the business, so businesses need to find out what they expect, the reason why they choose the business, not another company.
d. What characteristics do the best candidates have in common? Identify the "hard", "soft" and personality skills of the best candidates.
Develop a recruitment plan that attracts candidates:
The recruitment plan must include a job description and the first interview questions to ask the candidate, specifically as follows:
a. Titles according to duties and functions. For example: "Programming engineer".
b. Creative titles. For example: "Programming engineers love to develop game software". This innovative title will help businesses focus on the personality of the candidate that they need to recruit, not just the skills and knowledge of the candidate.
c. A personalized message for the ideal candidate. This part is very important. Instead of writing a job description that is sent to many prospective candidates, imagine that the business is writing specifically for an ideal candidate that you are looking for. Here are two ways of writing inappropriate and appropriate hiring requirements.
d. Choose a keyword. If businesses want to search recruitment of the best, most suitable candidates to come to themselves, you should choose keywords for the job posting so that candidates can easily find this content from information search sites. .
e. A list of important questions about candidates. Faro Recruitment advises businesses to focus on the characteristics of the candidate rather than years of experience and avoid asking theoretical questions. Smartly structured questions will help businesses attract the right talent, because such questions make them visualize their future success depending on position.The following are appropriate and inappropriate questions.
Use appropriate hiring practices
Start with the easiest and least expensive way (for example, post on a business website, social networks, then search for candidate profiles, create a list of target candidates). Gradually switch to more expensive hiring methods (such as through professional recruitment agencies) if the above methods do not work.
If your enterprise want to find the right candidate, we are willing to help!
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