The Perfect Fit For Recruitment

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Fast- growth organisations in growing industries are always on the lookout for talented professionals to be part of their teams. At any given point, recruitment for positions across various levels and departments in an organisation would be on in full swing. It may be impossible to fill all the positions immediately. Therefore, there is a need to identify the positions across various levels and departments in an organisation would be on in full swing. It may be impossible to fill all the positions immediate therefore, there is a need to identify the positions that require immediate attention and action. Organisations have seen an increased focus on the development and selection of key talent. It is imperative that the best recruitment practices in the industry are adopted.

Recruitment is not just a mechanism for filling vacant positions. But recruitment and redundancy are factors of utmost importance to bring about organisational change. A fully structured and regulated recruitment strategy should be made of successful recruitment. An unregulated recruitment strategy can lead to a loss of good candidates due to unprofessional or unstructured recruitment  processes. An attractive, userfriendly website should be developed with access to detailed information for potential candidates about the benefits of working in the organisation. The Website should be checked regularly to view fresh applications Candidate’s expectations from prospective employers are also rising. So we should be more innovative in attracting talent.

The recruitment decision in most cases is based on the outcome of a face-to-face interview. For outstation candidates, videoconferencing or conference calls could also be used. During an interview, the most widely asked questions are:

1. How would you best describe yourself?

2. What is your major achievement professional and personal?

3. Why would you like to leave your current organisation?

4. What is your career objective in the years to come?

To accomplish successful recruitment, better compliance and retention we should watch out for the softer elements while evaluating a candidate. We should check his preference areas, what does the candidate seek in an organisation – a good work profile, compensation or fast career growth? We should also take into consideration the candidate’s team management abilities his response either positive or negative in term of experience in his previous company and his flow of thoughts. The body language and eye contact of the candidate is also important.

we should avoid overlooking the qualification of the candidate and reason for leaving his previous company. Sometimes the recruitment process slows down significantly as we end up interviewing people who should not be applying or the positions int he first place. Thus an accurate job description must be provided. This helps in narrowing down the candidate pool and makes the process easier.

INTERVIEW DOS AND DON’TS FOR CANDIDATES:

Dos:

  • Dress appropriately for the industry. Your personal grooming and cleanliness should be impeccable.
  • Be sure to find out the exact time and location of the interview.

  • Arrive early: 10 minutes prior to the scheduled time.

  • Maintain good eye contact during the interview. Avoid fidgeting and slouching

  • Request a clarification if you don’t understand a question

  • Be thorough in your response, while being concise

Don’ts:

  • Don’t make excuse. Take responsibility for your decisions and actions.

  • Don’t make negative comments about previous employers or professors.

  • Don’t falsify application material or answers to interview questions.

  • Don’t chew gum during the conversation.

  • If you smoke, ensure that the smell of smoke is neutralised with  deodorant/mouth freshener.

  • Don’t allow your cell phone to ring during the interview. Do not answer a phone call during the interview.

  • Don’t treat the interview casually, as if you’re are shopping around and doing the interview or practice

  • Don’t display frustration or a negative attitude in an interview.

DOS AND DON’TS FOR INTERVIEWERS:

  • Put the candidate at ease.

  • Offer a glass of water/tea/coffee.

  • Explain the purpose of the interview.

  • Help the candidate to speak as much about himself on relevant subjects.

  • Give the candidate a chance to ask questions.

Don’ts:

  • Don’t make the person wait.Try your best to be on time.

  • Don’t ask irrelevant personal questions like references to marital status, disability and religious beliefs.

  • Do not answer phone calls during the interview

  • Spend at least a few minutes ingoing through the resume of the candidate before you begin the interview

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