The overall message of the company is important for attracting the best professionals and top talants.
Then developing them and keepng good relationships with them.
This process takes a lot of time and efforts, and a vacancy is equel to lost productivity. On the other hand, good candidates get enough job offers and your delayed reaction could be fatal.
It is extremely important for creating the right expectations both on your part and on the part of the new employee. In addition, the job description directs you to the appropriate interview questions, and later facilitates the assessment of job performance.
But people come to the organization as already built persons. Determine the desired personal qualities taking into account the mission and goals of your company.
Take care of smooth onboarding into the organizational culture, the nature of work and the social circle. You can organize onboarding training and / or attach to the new employee to a more experienced employee (mentor) to introduce him to the work and monitor his development. This will facilitate the adaptation process, help new hires work more efficiently and create greater engagement with the company.
As the Internet has entered everyone’s life and many are attracted by the speed and convenience it provides. Online ads will certainly reach younger candidates.
That is why it is useful to hire both younger and older employees, women and men, employees with different strengths.
Advertise in different online places to reach more and different people.
The benefit of spreading the ad in professional organizations is that there are specialists who are not actively looking for job. If you are looking for professionals with specific skills, advertise on specialized sites and social media channels.
You could build such a reputation by making the company visible on the market through employer branding – inform the public about important changes in the company, write articles, give interviews, participate in career fairs or as a guest speaker at various events.
Not only your employees can participate, but also your business partners – customers, suppliers. Build a clear system of recommendations that motivates people to share.
For example, if you organize a contest, you will see them in the context of teamwork and taking challenges, which is a kind of selection tool. Moreover, such an initiative is a good PR.
That is why it is very important to read between the lines – about the skills ( did the candidate work in a similar position; does he have the skills you are looking for; did he develop his skills through courses; what did he contribute to the organizations he worked in); character (does the candidate have the energy and confidence to do the job; what could convince us that he will be purposeful and do his best; has he changed his job often and if so, why; will he fit into the team; does he knows how to work in a team; will he recognize your authority or will he prefer to act on his own; will he likes your management style); the expectations for payment (the experience he has; the salary he needs; can the company afford it).
You can conduct an initial phone interview within 10 minutes to assess whether the candidate meets the minimum criteria for the position and whether it makes sense to see him. You can also make an initial selection through a test.
It is important for Jack Welch to understand the reasons for leaving his previous job. Important questions you could ask during an interview are: “What were your responsibilities at your previous job?”, “What did you like the most and what did you not like about your job?”, “What is your social package?” . “Why do you want to change the company?”, “How would you contribute to this position?”, “What attracts you to our company?”, “Would you give the contacts to your colleagues / superiors / subordinates who would recommend you?”, “What do you want to achieve in the long run with this new position?”
Set the so-called. STAR questions – ask for an example of a specific situation and tasks that the candidate had to deal with, how he acted and what was the result.
Invite him to a personal meeting and show enthusiasm from his future joining the team. It is extremely important to discuss the specific offer (it is good to have it in writing) and to give him the opportunity to ask you all his questions. Be direct and correct, because if you do not build clear expectations from the very beginning, in the face of reality, the newcomer may be disappointed, demotivated and, as a result, to leave the job. When the offer is accepted, immediately give feedback to the other candidates and carefully analyze each stage of the recruitment and selection process to assess in which relationships improvements need to be made.
Contact us and we will develop for your company a program for the most effective, fast and optimal attraction of the best professionals, for their onboarding, training, maintaining and increasing their motivation and the value of your employer brand.