Recruiting Top Talent to your Organization – Make sure that you have a Sourcing Checklist ready:-

Recruiting as people say is an art than a job. Many recruiters still underperform due to improper ineptitude errors. This not only causes improbable mistakes in the recruiting process, but also maximizes the Organizations hiring metric capability.

Hence to succeed in Recruiting, Any organization should make sure that they have a Sourcing Checklist ready. This not only helps them source top talent easily, but also handle complex recruiting procedures.

Using a checklist in recruitment search, results in great success. The reason being the recruiter works upon the competency skill map ratio as per the checklist, which can help the organization to get top-notch successful placement ratio.

Top Strategies to be included in a Successful recruiting Checklist:-

  1. Use Key metric tools to stay on top of all recruiting assignments and make sure that you keep the ATS (Applicant tracking system) up-to-date.
  2. Define top performance indicators, by asking the hiring team to define their Work Success quotient, the person needs to handle.
  3. Create an Employee Value proposition statement as to why would an employee want this job.
  4. Prepare a channelized sourcing channel plan, which covers all channels of recruiting from social media, Blog sites, Career sites, groups, and even references. This helps in getting the best talent from multiple sources.
  5. From this build your recruiting pipeline of prospects for the future as well as for the current projects.
  6. Track the Objective metric of the Candidate as to the Hiring Objective of the department, and only when they match go ahead with the hiring process.
  7. If you feel the candidate is potential enough recruit, negotiate, and close the offer.

 

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Job Descriptions are not necessary for finding the right talent:-

Job descriptions are becoming more and more out-of-date nowadays. Companies insist that they use job description, mainly for people starting out in their careers, whereas for people with experience, job description is a kind of negative norm, which keeps them restricted to a particular process, which in turn hampers their productive output.

Recruiters tell us why job descriptions are becoming less important nowadays in many organizations.

  1. Job Descriptions just tells us of the responsibilities, they don’t brief us about the people involved and the nature of the job involved at all.
  2. They’re not trusted and sometimes illegal because if a few people who can do the work required without having all of the skills, experience, industry, and academic background are listed on the job description, then what is the use of challenges in an organization.
  3. Internal promotions, appraisals do not consider the job description into consideration. Rather they consider the leadership, potential, team skills, and a track record of delivering results on time of the candidate.
  4. Highly Skilled and lateral thinking employees leave out a job which has too many job descriptions given just in writing. They know from experience that a job never gives too much description about itself. It’s what they do that adds description and value to the job.
  5. Specific Job descriptions makes us become less “Out-of-the box” approachers towards a job as we are always bounded by the description of a job.
  6. Job descriptions make an employer and his workplace for an employee to be a non challenging workplace, as it is a regular work schedule for an employee with no experimentations or learning path graphs in his work.
  7. They decrease employee satisfaction and increase employee turnover. If you don’t tell people what they’ll be doing before they start on a new job, the likelihood the person will find the actual work involved exciting, appropriate, and satisfying is problematic. Clarifying expectations up front has been shown to be the primary driver of on-the-job performance and employee satisfaction.
  8. Of course, we all need some basic level of skills and experiences to handle the actual job requirements, but in most cases managers use the job descriptions as an alternative shortcuts to get the requisition approved, which has time and again proved disadvantageous as discussed above.

 

Measure your Quality of Hire

Quality of hire is directly interlinked to the measure of how well a new person meets the performance needs of the job. The performance management process of the job and the candidate involvement is very crucial here.

When should you measure quality of hire?

Try measuring your quality of hire in 3 interval stages mainly

  • Before
  • During
  • After

Based upon this we can know, whether our hiring decisions were accurate or not and is comparable to measuring the hiring quality as per the industry standards. Compare a candidate’s past accomplishments to what needs to be done on the job across a rating factor scale.

Some of the factors include technical competency, emotional intelligence, and motivation to do the required work. The evaluation is based on asking candidates to provide detailed examples of accomplishments that best relate to the actual performance objectives of that position.

This performance based approach to measure and control quality of hire is possible as it meets a lot of organizational key needs. The biggest advantage is, that it’s not that difficult to implement and can be easily tracked from a process control and feedback standpoint.

So plan out your hiring objectives and go for it.

Hiring Process- Make sure that your hiring metrics are above excellence

Hiring forms an integral part of every organization. But what organizations miss upon the subtle point is that of the quality and the excellence of the candidate. Hiring Metrics depends from vertical to vertical, but the point that should not be missed upon is the quality of hiring’s happening. I consider a few given metrics of mine very effective for hiring and staffing the best candidate, irrespective of any given vertical.

  1. Determine your hiring process and make due changes: – Hiring processes and people involvement differ from company to company. But make sure that hiring activities are spruced to the best level possible by implementing benchmarks. This can help you in positioning your hiring standpoints to the optimum.
  2. Break the recruiting activities into multiple levels: – Start by breaking or sub grouping the recruiting and staffing activities into multiple levels. This helps you to figure and channelize on things, which are working and which are not. This helps to allocate your budget correctly on multiple candidate sourcing channels.Staffing activities done online, job portal selection will work for some stances, whereas telephonic recruiting might work for some. Take due care that budget allocation always means higher ROI for the company.
  3. Candidate Hiring Accuracy= Hiring accuracy of a candidate can be determined after he joins the job and starts performing on it. This helps us to gauge his knowledge levels and output productivity levels. This not only helps us in predicting the output of a person but also in the hiring decision undertaken by the company.

Recruiting via Social Media Channels and Job Portals

Very recently, I happened to attend a recruiter’s conference in Nashville, and it was truly a great experience. I interacted with recruiters who gave me an insight on how we can use social media and niche job board portals for recruiting a candidate. They opine that it helps them in gauzing the candidate’s level of online activity.

I however, had a few observations of my own to make after the conference was over:-

  1. Social Media Curtailance by the company is futile: Companies instead of curtailing social media activities of the employees should insist on modulating a communication policy that covers all forms of employee communication in the organization as social media activity differs from organization to organization.
  2. Desktops are out and Mobiles are in: – People nowadays are constantly on the touch, wherever they go via mobile. Being an entirely new untapped channel, Service providers, job portals, recruiters should take due care that their applications can be accessed from the touch of a phone by the person.
  3. Stagnant Job portals will eventually fade away: – Job portals are in a unique position, as they can keep on their market expansion constantly. However the challenge lies for these sites, as they have to constantly keep on integrating social media activities into their website for a higher word of mouth in the social media recruitment market.
  4. Blogging is fine, make sure you ensure your authenticity and uniqueness: – Many people, organizations like blogging actively, however the challenge lies for them to maintain a neutral stance with the demography, they are operating from. Many organizations, people blog to brand their product/service/themselves to ensure a higher retention space. The core intention behind blogging is people recognize us for what we write and for how we write.

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