Recruitment (for this article = Recruitment and selection of employeesis a complex process, and regardless of whether you are an HR manager of a large company, a department/division manager, or the owner of a small business, you need to master the following five things when hiring any employee:
- To be completely clear about who I'm looking for
- Ability to target / find suitable candidates well
- The ability to impress them and „sell“ them on the job
- The ability to choose the most suitable/best ones from them
- Integration and adaptation
Of course, there's a whole science behind each point, but in this article, we'll just breeze through them.
Having a clear idea of who I'm looking for is the alpha or the foundation of the entire process.
Having clarity about who you are looking for is the alpha, or the foundation of the entire process. If you don't know where you're going, you'll never get there. Or rather, you'll definitely get somewhere, it's just questionable whether it's the place you wanted to go. Without knowing and understanding the aforementioned things, a recruiter is like a blind person. This point is like a blueprint when building a house. Try to imagine building a house without any blueprint. In addition to a comprehensive vision and visualization, the blueprint also captures all the details that actually define the house, both structurally and visually.
When collaborating with recruitment agency It is absolutely essential that the consultant thoroughly understands the job position and everything it entails. They must be able to clearly envision the desired candidate with all the key factors they need to meet. If they know, understand, and can imagine these factors, they can deliver the requested candidates. However, it makes no difference whether you carry out the selection yourself or through external cooperation. This point applies equally to all scenarios. Whoever is carrying out the recruitment must know the job position, otherwise they are shooting in the dark.
Search
Searching can take on many different forms and can incorporate various techniques. Depending on your needs (or your clear idea of who you are looking for), you will devise possible or suitable ways and places where the desired person could be found. It is essentially a hunt, which you can approach as a hunter. Depending on what you are hunting, you will choose your territory, prepare suitable weapons, lures, ... or hire a hunter.
The most commonly used tools for most searches are advertising/personal marketing, searching through acquaintances and contacts, personal relationships, schools, databases, employment offices, and specialists.
Attracting, targeting, and engaging capable candidates for your company in the job market combines luring, hunting, tracking, selling, marketing, courting, etc. The ability to attract capable candidates, the ability to engage and sell the job position to the applicants you are looking for (i.e., those worth having), whether through advertising or a well-written/presented job offer that reaches desired/targeted candidates, is key and must be mastered if you want to achieve good results in the form of quality people.
It is essentially a specific form of sales and marketing, and the resulting effect as well as the quality of the response significantly depend on the recruiter's ability to do it in a way that successfully achieves the intended effect.
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The ability to choose the most suitable
A company is made up of people. Most companies have well-established processes for all activities contributing to the production of a product or the delivery of a service, in order to provide a quality output to the customer. Therefore, if people are the most valuable asset for a company, it is essential to have well-developed processes for them as well selection. The ability to ask the right questions to get exactly the information we need is key. Making decisions intuitively in such an important area is definitely not the right way.
What do you take into account when you want to promote someone? On what basis do you decide whether to retain someone after their probation period? The answer will probably be similar in both cases. We always need to know if the person can fulfill and handle the required tasks, projects, challenges, and processes with the desired quality and in the desired time, whether they can cooperate, whether they need to be chased, or if it's enough to set a goal/task... and they work like clockwork. With someone you can observe or have experience with, you can find this out directly. When selecting a new person, you need to find this out by asking the right questions.
Adaptation
The process doesn't end with hiring the selected person. Although, it must be said that if the selection was done well, this last point will be easy. However, it should not be overlooked, because otherwise all previous efforts can go to waste. Therefore, adequate time and energy must be devoted to familiarizing the candidate with the company, culture, people, expectations, work system, etc., and to their training. It is also important to create an atmosphere of support for them (even if they are thrown into the deep end), so that they have someone to turn to if needed.
Of course, the work with people doesn't end with all of this, it's just beginning, but that's another topic.
Author
Marek Chrastina Ing
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