In the last Blog we have discussed a few tips on recruitment, let’s glance at more tips…..
- Remember only you are not interviewing
- Look back years of the candidate’s career
- Trust your Gut
- Don’t be boring Interviewer
- Represent Job Description
- Think Like a Marketer
1. Remember only you are not interviewing:
Always keep in mind that only you are not hiring for a particular role, we have a competitive job market, most candidates we interview will also be interviewing elsewhere and that’s why we need to be active, present a positive company image towards the employee.
2. Look back years of the candidate’s career:
If we are hiring for an experienced person we need to ask questions related to his job experience, how he/she was handling difficult situations, and listen closely to the answer. you may learn a lot or what you need. Remember, don’t forget to examine body language from it to know about his/her attitude towards the role.
3. Trust your Gut:
don’t ignore your gut. If the candidate is found good on paper but still after interviewing something from the inner side tells you it’s just not right then don’t proceed without more investigation.
4. Don’t be boring Interviewer :
Boring questions will bring boring answers. Don’t ask such questions. Ask relevant questions about the job. Don’t waste your time and candidate time by asking questions that answer doesn’t matter to you.
5. Represent Job Description:
While interviewing candidates you need to represent the role and responsibilities for the profile as the candidate becomes more aware of the Job and is able to clear doubts.
6. Think like a Marketer :
Due to competition in the market, Human Resource Recruiters need to be marketer, we have to present our company in a unique way to attract talent from the market.
The process of recruitment is more difficult as all business owners want to hire more talent in the organization. Hence, we need to make proper strategies for hiring as better Recruitment & selection strategies result in the improvement of organizational outcomes. We can say investment in ‘Recruitment and Selection process’ is money well spent.
