In your online recruitment information, you need to focus on the following points:
– Shaping the recruitment information platform and being able to attract the right people to apply.
Present as the first chance to make a good impression of your company.
– Helps centralize the process of combing through your resumes, helping you select the best candidates.
Allows you to develop highly interactive interview questions that help you select the employees you need.
Your recruitment strategy should be based on these five functions:
Job Duties: What will the job do specifically?
Take the time to explain the specifics of the job in question. Start with the job title – this should be what the job description should be (“Southern Sales Representative” is better than “sales representative”), match your qualifications and match with the company's job hierarchy (terms like "junior," "associate," or "senior" can help differentiate qualifications).
Then give a summary of the responsibilities of taking the job as well as a list of important tasks that need to be done. Think for these to be completely passed. A vague or inaccurate job description will make it difficult to find the right candidate for the job because you're not really sure what the job entails.
Work experience: What basic background is needed to be able to do this job?
Having the right specialization, understanding about the job, having a professional background, professional certifications, etc are important things to help you screen the candidates that the recruitment board is recruiting for. You should specify the duration of the experience and qualifications that the candidate should have. For example, does the candidate need experience in your field? What skills are transferable from another industry?
Determining the candidate's educational background will tell something about how she/he does the job.
Finally, consider whether you're willing to pay recruiters for the time and resources to invest. This will likely create flexibility in your experience requirements.
Skills: What skills does the candidate need to have?
The required skills will be based on the tasks required by the job and an assessment of the skills needed to be able to complete those tasks. For example, in the job description a consultant would have to have good telephone skills and also be a good listener.
A pioneering manager also needs to be a strict performer with a history of keeping deadlines, leadership and team management skills. Your list should also include hard skills (what candidates need to know) and soft skills (how candidates apply knowledge).
Method: How will the candidate complete the work?
In small business, how someone works is just as important as what they do. The right candidate is one that fits the company culture and the staff you have. A person who develops with the ability to surpass others will not be able to succeed in a company when he works alone.
Personality: What types of people with personality will succeed in your organization?
Creating a work style is a step further to consider the attitudes and behaviors (soft skills of the candidate) that you want in a suitable job seeker. Your goal is to find people who are productive in the work environment you create and can complement your staff. Develop a list of the traits you most desire – which could include things like humour, honesty, kindness and the like. You shouldn't list these in the job description, but can help you choose between the candidates you interview.
Replies to This Discussion