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Tag: hr tips for employees

4 Tips for Recruiting Better Candidates

For recruiters and employers alike, there is nothing more gratifying than finding a candidate whose skills fit the open position and also aligns with their company culture.

On the flip side, that also means there is nothing more frustrating for a recruiter or employer when they get it wrong. Read on to get the most effective recruitment tips for candidates.

recruitment tips for candidates
Image Source: Google

To help you get started, we’ve put together a list of four tips for fine-tuning your recruiting initiatives.

1. Write Accurate Job Listings

This may seem pretty basic, but it’s a step that often gets overlooked. Read over your current job postings to ensure you’re describing the job accurately and in a way that’s easy to read. A great job posting should describe what the job entails (think loosely day in the life) and describe who would be successful in that role. Even slight changes, like listing key job responsibilities, can help improve your results.

2. Create a Painless Process for Applying

If your prospective candidates are forced to fill out several pages of information before even submitting a resume, there’s a good chance you’ll lose them before they apply. The candidates you’re looking for are highly-skilled, which means they probably have many other employment options to consider.

If applying for your jobs is complicated or cumbersome, your best candidates may just give up and go elsewhere. Plus, once they’re gone there is little chance they’ll ever be back or recommend you to their peers. Your recruiting/hiring process is a reflection of your company. Make sure it shows that you’re sensitive to candidates’ needs.

3. Manage Relationships

There are many occasions where recruiters will come across a candidate who doesn’t fit the job opening but could be a great prospect for a job in the future. For candidates like this, create a system that helps you stay in touch.

By keeping close communication with key prospects, you can help make sure your employer is the candidate’s first choice when looking to make a career change. Send your best candidates current openings and company announcements to help keep prospects engaged and interested in your company’s opportunities

4. Direct More Attention to Social Media

Take advantage of social platforms where job seekers already spend most of their time. LinkedIn, Facebook and Twitter are great tools to leverage when sourcing for candidates.

If your company already operates a Facebook page, don’t forget to post job openings there! Even if your fans don’t identify with the position, providing a link will encourage them to share the job with someone who they know who may be a better fit.

Obviously, it’s difficult to avoid ever making a bad hire, but the goal is to minimize the frequency by taking the right steps to prevent it. Pay attention to your job descriptions, provide easy apply tools, nurture candidate relationships and invest in social platforms.

Each step will help improve your candidate selection and ultimately your chances of landing that next great hire.

What Are The Roles Of HR Managers in Developing an Organizational Culture

The key to a successful organization is to have a culture based on a strongly held and widely shared set of beliefs that are supported by strategy and structure. When an organization has a strong culture, three things happen:

Employees know how top management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for demonstrating the organization’s values.

Employees know how top management wants them to respond to any situation, employees believe that the expected response is the proper one, and employees know that they will be rewarded for demonstrating the organization’s values.

Culture plays a vital role in an organization’s success. Therefore, HR leaders and other members of the HR team should have high-quality organisational characteristics.

organizational culture characteristics
Image Source: Google

HR leaders are responsible for ensuring that culture management is a core focus of their organization’s competitive efforts.

For HR leaders to influence culture, they need to work with senior management to identify what the organizational culture should look like. Strategic thinking and planning must extend beyond merely meeting business goals and focus more intently on an organization’s most valuable asset—its people.

HR has been described as the “caretaker” of organizational culture. In carrying out this essential role, all members of the HR team should help build and manage a strong culture by:

  • Being a role model for the organization’s beliefs.
  • Reinforcing organizational values.
  • Ensuring that organizational ethics are defined, understood and practised.
  • Enabling two-way communications and feedback channels.
  • Defining roles, responsibilities and accountabilities.
  • Providing continuous learning and training.
  • Sustaining reward and recognition systems.
  • Encouraging empowerment and teams.
  • Promoting a customer-supplier work environment.
  • Recognizing and solving individual and organizational problems and issues.

Effective Tips For Hassle-Free Recruitment

You have a vacancy to fill, which is no mean feat and certainly not a cheap one. Employment law is a minefield and you’re just not sure what steps to take. If you feel overwhelmed about the recruitment process, you can read the HR Resource Guide from the Internet. You should choose a reputable and authentic website to know more about HR resources.

hr tips and advice
Image Source: Google

Worry not, the guidelines below reveal top tips for hassle-free recruitment:

Job description and person specification:

Before thinking about drafting an advert, write these two important documents first to determine what skills and behavioural competencies are required in order to successfully perform the job. It is worth enlisting the help of those currently in the role or even the person who is short to vacate it, for a more accurate account of what is required.

Advertise:

The advert should be succinct and provide a clear outline of the job on offer whilst remaining brief. Salary and benefits do not need to be disclosed, however they obviously help in attracting applicants.

Choose where to publish your advert carefully, would an industry-specific publication be your best bet or the local newspaper? Is visibility via the company website alone, enough to generate responses?

Make sure you are not excluding particular groups by your choice of media (i.e. an ad published in a woman’s magazine is not likely to be seen by men). Decide how you want candidates to apply: CVs or an application form?

Screening:

Using the job description and person specification, you will be able to easily determine which of your candidates possess the necessary skills, as requested, to carry out the job from the information on their CV. For those you are rejecting, there ought to be a clear and fair reason for doing so.

It is advisable not to use social network sites to vet applicants, as you will be privy to information that is totally unrelated and not applicable. A rejection based on something discovered on a social network site can lead to discrimination claims. Be courteous; advise unsuccessful candidates that they have been so.

Interviews:

What form of interview is required? One stage, two stage, testing, on the job trials, presentations? Come up with a plan and stick with it. All interviews must follow the same format and the questions asked need to be appropriate to the role. Avoid referring to your applicant’s personal life, i.e. martial status, family. All questions must be consistent.

The decision:

Keep applicants advised in a timely manner, make a decision by Friday if that’s what you have promised. For those who have been unsuccessful, provide them with polite and constructive feedback and always thank them for their time.

If candidates feel they have been treated fairly, then they cannot argue with a rejection. They may even tell others about how professional the process was and apply again in the future. Word of mouth is a powerful tool.

Remember, the recruitment process is a two-way street. It does not just enable an employer to find a new employee, it also gives the applicant a feel for and idea about how a company operates. Poor communication and disorganisation do not give a good impression. Applicants have just as much right to reject an employer.

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