“New Age Recruitment Skills”

  1. Be fast in spotting rare talent: – New age recruiters should be highly aggressive in spotting talents in an individual. They should simultaneously be highly skilled in using the internet and searching for candidates on multiple social networks, job portals and even blogs. Today’srecruitment trend depends a lot around what’s happening in the economy and the industry to which they are catering. They not only have to build a large network base which helps them in getting the right talent, they have to simultaneously ensure that they add value to the company through the right hire and thereby gain credibility in the market.
  2. Relationship and Rapport Building Skills: – Today’s Recruiters have a knack of building relationships and rapports, with complete strangers over the phone itself. This shows their convincing skills, and ease of handling the situation. People possessing these skills are good at analyzing who are the best performers. They know how to co-ordinate with them, get the information from them, which is a required skill for today’s recruiter.
  3. Ease of Technology usability: – Today’s recruiters have the competitive advantage of ease of technology use. From Social, Professional networking to e-mail to job portals to Blogs toApplicant tracking systems and recruitment websites, Online Technology has acquired the recruitment space. Successful recruiters always make it a habit to be constantly updated on trends happening around Internet to successfully implement them in their work, and thereby make it more streamlined.
  4. They don’t just develop Rapport with the candidates but make sure that they close the hire: – Today a recruiter sees that not only does he develop a good rapport with a candidate, but he makes sure that they close the candidate for a job of his liking. They know how to turn objections and turn negatives into positives and offer solutions, work out compromises, negotiate, and in the end, make the hire happen successfully.

 

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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.

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