Recruitment is a core function of human resource management. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. (Source: Wikipedia)
- Take practical tests before scheduling for interviews. Written and practical test assessments can be compared easily and objectively than interviews. For example – Coders may be asked to write the code in the language they are interviewing for while content writers may be given impromptu topics to write small articles and tweets. Also giving a general logical and analytical test can be included in the test.
- Have assessment templates ready. When different people are interviewing the candidates having standardized assessment templates will help you compare the evaluation fairly. Select HR recruiting tools that allow customizable assessment templates.
- Compensation details should be transparent and upfront, sometimes can be laid out in as early as 1st This will help set clear expectations and last minute second thoughts.
- Your employees are your brand builders. Ask them to share the open job positions in their network and social media platforms. To increase their motivation, employee referrals should be fair.
- During the interview process, try to find out the factors that will motivate the candidate to join the organization and factors that will discourage his longer stay with the organization. For example, if he has some friends in the organization, he is likely to stay longer or if he has a long commute he might start considering the alternative opportunities quite early on. So invest in a good retention tool as it can save you thousands of dollars in the long run.