Today, there are a large number of different ways of selecting personnel for a team of employees. Through these recruitment methods, a company can build the most effective team that will perform all the tasks properly, leading the business to a brilliant future. 

What Factors Influence the Choice of a Particular Method

The main task of any manager is to find and retain highly qualified specialists who will work as part of the company’s staff and lead it to achieve strategic and operational goals. Without selecting the best employees, it is impossible to develop the business and expand its place in the market. 

A key component of the entire recruiting process is to identify those candidates who have the greatest potential for development against the background of all others and fit organically into the team. For this purpose, many different methods are used, each of which is based on an individual approach to the applicant.

The following factors will help the employer and HR professional to select the most appropriate method:

• Needs. To begin with, it is necessary to understand what goals the business has in finding candidates for a particular position. The choice of method will then depend on the initial needs of the business. The most suitable candidate will be someone who will bring valuable contributions to those goals. 
• Competencies. These are primarily professional and personal qualities that are most important for the effective work of the company’s personnel. It is a set of special knowledge of the applicant, his skills, as well as personal traits that help him to carry out his duties within the framework of the position. The method of assessing competencies is especially important when it comes to finding middle managers and management representatives.  
• Assessment Accuracy. It consists of two key characteristics inherent in any method: validity and reliability. Validity implies that the use of the method helps the employer to arrive at the result he or she expects. Reliability, in turn, guarantees effectiveness when interacting with any job candidate.

6 Tips to Hire the Best Candidates

Experts in mass recruitment told us what is important for candidates today and how to attract such specialists to your company.

Establish a Competitive Salary

A good company always offers employees what they are worth and more. When the best candidates discover that the company hiring them is offering less than they deserve, this is a quick way to discourage them from applying for a job. According to the survey, 56% of workers said their salary is a top reason that they’re willing to start searching for a new job.

You can offer a terrific salary package with many benefits and incentives that will attract them to work for the company. If you can’t offer a salary above the industry’s salary range, always make sure that the salary range is in line with what is already in place.

The best professionals apply to companies that they know will compensate them well for their expertise.

Offer Attractive Conditions

Making the vacancy tempting for candidates will help to create conditions that are important for this category of employees. The most basic are:

• Official employment
• Convenient schedule
• Care for the health of employees
• Provision of everything necessary for work
• Compensation for work in hazardous conditions

Remember that attractive conditions should be mentioned not only in the documents but also should be fulfilled in reality.

Write a Correct Job Description 

First of all, pay attention to the title of the position. Duties should be described as briefly as possible so that they fit on a phone screen. Do not try to hire a person who will do everything at once – such a specialist will cost more.

In the requirements, write what the future employee should be able to do while also considering aspects of employee engagement. You do not need to write about superhuman. If you do not have specific requirements, write about personal qualities, such as adequacy and honesty.

In the conditions, write everything as it is, even not very positive things. Many employers tend to omit nuances in the vacancy to tell about them later in private. But it will be easier for everyone if a person refuses at the stage of viewing the ad, not after the interview. Some use PR approaches when writing the text of the vacancy.

Nowadays, recruiters use innovative methods like recruiting CRM software that are rapidly gaining popularity in an era of information technology. At the same time, traditional approaches should not be forgotten. Let’s consider which of them are the most relevant today.

Build a Good Reputation

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For all candidates, stability is important. A good company reputation will reinforce this feeling in candidates. Your company’s brand identity and logo design are integral to its reputation because they shape perceptions, communicate values, and influence how customers and the public view and interact with the company. A strong and consistent brand identity including even brand colors can help build and maintain a positive reputation over time. 

The employer brand should be watched not only on review sites and job boards: people communicate a lot, often change jobs, and the fame of the organization passes from mouth to mouth.

To make the HR brand attractive try the following:

• Provide the good conditions written about in the vacancy: salary, working conditions, stability and care, and trust between employer and employee. Job seekers want to work with companies where the hiring process is fair and transparent. When recruiters show their bias during interviews, it’s not good for the company and can drive away the best candidates.
• Clearly communicate every step of the hiring process to candidates and administer tests to impartially assess and evaluate their qualifications for the job. When they have a transparent process during the interview process, they will rate the company highly and leave good feedback even if they are not hired.

Check Resume and Conduct Interviewing

One of the most popular methods that has been used for many years, it starts with finding a suitable candidate based on their resume. For further selection, the employer organizes an interview with the applicant. The appeal of this method is due to the fact that in a short period of time, the recruiter can obtain a large amount of important information about the potential employee, including his personal and professional qualities and merits. Many professionals post their resumes on these platforms so that they are visible to hiring managers, who then reach out to them for help.

One such platform is the popular and most used LinkedIn. You can easily find qualified employees with just one search, using the keyword of the position you want to hire for. These job seekers help recruiters find them by optimizing their profiles so that they are visible.

The traditional format of an interview involves question-and-answer, but today it is more often conducted in the form of a free, relaxed dialog. During a conversation with a candidate HR specialist gets information about his/her special knowledge and skills, and can also form a psychological picture of the interlocutor on the basis of non-verbal indicators – gestures, voice intonation, speech rate, and facial expressions.

In order for the interview to bring the desired result, it is necessary to build it on the basis of the goals of selection of potential employees and his awareness of the activities and specifics of the organization.

In addition to physical interviews, you can also find the best candidates through digital interviews, also known as remote or online interviews.Assessment Tools like HackerEarth’s assesment helps in shortlisting and taking the interview of the candidates. Physical interviews are very limited, especially in today’s world where travel restrictions are commonplace.

Physical interviews only give you access to candidates in a specific region while you can find better and even more qualified candidates through digital interviews. Digital hiring is suitable for jobs such as programming, digital marketing, research, writing, editing, etc. 

When you’re looking to hire app developers, you can interview programmers, web developers, or online software developers and ask them for pre-employment. Additionally, another effective strategy is to explore the best sites to hire developers when you’re seeking to attract top talent and hire app developers.

Conduct Testing

Testing is a traditional method used in the selection of applicants, which enjoys success among HR specialists due to the ability to assess the candidate’s professional qualities in practice.

There are several types of tests that can reveal all the necessary information:

• Personality Test. This is a general test whose results indicate the overall level of professional and personal development.
• Vocational test. Also known as a career guidance test, aimed at identifying the candidate’s aptitudes for certain specializations and activities in the work of the company.
• Intellectual test. Identifies the level of intelligence of applicants, and the ability to apply logic and erudition in solving complex problems.
• Practical test. One of the most popular types of assessment of future personnel, in which it is necessary to make a test task. Its content is directly related to the duties that will be assigned to the candidate in case of successful completion of the interview.

All these tests should be written by experts in psychology, sociology, and HR.

In active recruiting, an HR specialist conducts a direct search for applicants. This method is suitable in the first place when selecting employees for a managerial position, and also if passive recruiting has proved ineffective.

The peculiarity of the direct search is that the recruiter is looking for a candidate not only among job seekers who are looking for a job but also among employed persons. In most cases, the goal of active search is to attract a specific specialist to make him or her part of the company’s staff.

To Sum Up, persistence and creative thinking have always paid off in finding the best talent in the industry. Use the right tools and resources to simplify the process and engage your employees in finding great people to fill open positions through employee referral programs. The tips we’ve listed above will help you to foster a culture of employee engagement and encourage them to actively participate in talent acquisition efforts.