1. Build the right job description
Job descriptions are often overlooked in many cases, which is a bad practice because candidates' decisions to apply are often based on responsibilities and how the position is communicated. Job description is too vague is one of the reasons for failure to recruit qualified candidates. In addition, attention should also be paid to the job title, as simple as possible. Use words that clearly articulate the role, for example “Cleaner” instead of “Cleaning technician”.
2. Choosing the right interview panel
A panel of experienced people should be involved in the interviewing and decision-making process. This is also good for stakeholders who actually work with selected candidates. Current employees who are in the same or similar position will be able to relate to the candidate and encourage them to make decisions based on their abilities. This helps candidates feel more active and engaged.
3. Fully prepare for the candidate recruitment interview:
It is important to determine the right interview style and prepare relevant questions from the beginning. Important aspects such as interview structure and good communication are important at this stage to avoid discrimination. Interview questions should be based on job requirements and should not discriminate on the basis of gender or race.
4. Conduct a Professional Interview
There are many interviewing strategies available today. The 70/30 rule should apply here. You should allow the candidate to speak 70% of the time during the interview and the employer should only speak 30% of the time during this process. You can also check out the interview guides for more detailed explanations of how to conduct a competency-based interview.
5. Full explanation of work
If the candidate's thoughts about the job do not match the reality related to the job, this will cause them to quickly leave the job after being hired. It's disastrous when that means you have to start the hiring process all over again. Be very careful when fully explaining the job to candidates during the interview process and check that they really understand the job. You should remember that interviewing is not only about selecting the best people, but more importantly, making sure these people really want to do the job or not.
6. Communicate often
Make sure you communicate with all applicants throughout the entire process. Feedback should be sent back to applicants as soon as possible. Full notice to selected candidates as well as those not selected. When a person applies for a certain job position, they also shape the first impression when contacting the company.
7. There is a broader selection framework for recruiting candidates
Be wary of shortlisted finalists and only one or two candidates to interview. An essential piece of information in the recruitment campaign is that there should be at least three candidates in the final interview round. This is to make sure that if you lose the top candidate, you still have two or more other opportunities to pick the right candidates.
8. Make an organization introduction for new people
Once you have selected the best candidate, you should send him/her a detailed introduction about the company so that they have enough information before starting work. Don't expect beginners to get along naturally, on average it takes about 90 days for them to integrate effectively.
9. Starting on trial time
Employers should give candidates the opportunity to work during a probationary period (probation). This will help managers have tests to assess the skills and other talents of the candidates discussed during the interview process. If you try a good job, it will bring the expected job. The probationary period usually lasts about 6 months. You can pay a slightly lower salary or limit employee benefits until they complete their probationary period.
10. Follow the work
At the end of the recruitment round, you have found a new employee, follow them closely with the necessary paperwork (such as contracts, forms, ...). This is important to ensure any controversial issues are discussed in the final stages of the interview process. Salary, probationary period, other benefits, etc. should be discussed at all during the hiring process.
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