When hiring employees, there are so many different things to dig into. An excellent candidate must be well-rounded and able to meet a variety of qualifications. However, you still need to prioritize certain qualities to build a hiring strategy. It is important to understand what kind of candidate the company needs.
The definition and measurement of employee recruitment quality can vary from company to company. However, everyone's involvement in the recruitment process has its own role. The recruitment team must not make mistakes that can affect the loss of the best talent to be able to join the skills that the company needs.
For someone who is not pressured to look for work, he could just resign when he feels uncomfortable with the interview process, even if an interesting opportunity or job offer comes his way. Through the recruitment process, a candidate also has the choice to determine his attitude, regardless of the attractiveness of the offers that come to him.
Based on the candidate's qualifications, an experienced person (pro hire) already has certain standards before moving from his workplace. To avoid making mistakes and losing candidates, here's how to make a good interview through the recruitment process.
Simple things that may seem basic should not be overlooked by recruiters. Warm greetings, introductions, and eye contact are simple ways to establish rapport. It will look bad if the recruiter shows up late and doesn't apologize or offer a friendly introduction and greeting.
Make a good start by explaining the roles required by the company. Reflect the attitude that you need the best candidate while making eye contact. Explaining something while flipping through a candidate's CV may not be a good thing because a recruiter should know that beforehand.
Having everything ready is a form of appreciation for the candidate's time and effort in the interview process. This will also make the decision-making process easier later.
Preparation can be done by reviewing the candidate's CV before the interview and making notes for areas you want to know more about. Develop an interview guide that captures the specific technical skills, knowledge, experience and competencies required for the role the company requires.
As a hiring manager, the recruitment agenda must be clearly defined in advance so that not many questions are asked at once. It will also make it more difficult for the candidate to respond appropriately. Investing time in preparing for interviews will benefit everyone involved in recruitment.
Remember that it's not just the candidate who has to sell himself. Employee candidates with good competence will be much sought after. For this reason, recruiters must be able to articulate the company's values and explain the benefits offered for the position being sought.
If the recruiter is unable to explain properly regarding culture, market position, career path, and non-monetary benefits, you can lose the candidate. The candidate could have chosen another competitor that could provide better benefits for his career and self-development.
Recruiters must understand their role in the hiring process because they are the ones who ultimately determine the success or failure of a candidate. That is, from the start the discussion must be carried out openly and honestly. Both parties must be confident in their competence and communicate well.
From the start of the interview, schedule time to communicate each other's needs and expectations. On this occasion, explain the responsibilities, ways of communication, ideal candidate qualifications, to the timeline of the recruitment process. This can eliminate the possibility if you find that you chose the wrong candidate.
Regardless of the course of the interview process that has been passed by recruiters and potential candidates, it is important to maintain positive communication. Closing an interview effectively is just as important as getting off to a good start.
Thank you for taking the time to interview and provide an opportunity to ask questions about any information. It would be better if you could provide information on the next stage of recruitment accompanied by an estimated time.
Providing opportunities for candidates to express their opinions makes candidates feel heard. It also makes the candidate feel competent and can help think positively about the interview experience and company image.
Each recruiter also has a role to be able to maintain the good name of the company when conducting interviews with candidates. For this reason, it is important to keep the interview process positive so that recruiters do not have difficulty filling the position needed by the company.
When hiring employees, there are so many different things to dig into. An excellent candidate must be well-rounded and able to meet a variety of qualifications. However, you still need to prioritize certain qualities to build a hiring strategy. It is important to understand what kind of candidate the company needs.
The definition and measurement of employee recruitment quality can vary from company to company. However, everyone's involvement in the recruitment process has its own role. The recruitment team must not make mistakes that can affect the loss of the best talent to be able to join the skills that the company needs.
For someone who is not pressured to look for work, he could just resign when he feels uncomfortable with the interview process, even if an interesting opportunity or job offer comes his way. Through the recruitment process, a candidate also has the choice to determine his attitude, regardless of the attractiveness of the offers that come to him.
Based on the candidate's qualifications, an experienced person (pro hire) already has certain standards before moving from his workplace. To avoid making mistakes and losing candidates, here's how to make a good interview through the recruitment process.
Simple things that may seem basic should not be overlooked by recruiters. Warm greetings, introductions, and eye contact are simple ways to establish rapport. It will look bad if the recruiter shows up late and doesn't apologize or offer a friendly introduction and greeting.
Make a good start by explaining the roles required by the company. Reflect the attitude that you need the best candidate while making eye contact. Explaining something while flipping through a candidate's CV may not be a good thing because a recruiter should know that beforehand.
Having everything ready is a form of appreciation for the candidate's time and effort in the interview process. This will also make the decision-making process easier later.
Preparation can be done by reviewing the candidate's CV before the interview and making notes for areas you want to know more about. Develop an interview guide that captures the specific technical skills, knowledge, experience and competencies required for the role the company requires.
As a hiring manager, the recruitment agenda must be clearly defined in advance so that not many questions are asked at once. It will also make it more difficult for the candidate to respond appropriately. Investing time in preparing for interviews will benefit everyone involved in recruitment.
Remember that it's not just the candidate who has to sell himself. Employee candidates with good competence will be much sought after. For this reason, recruiters must be able to articulate the company's values and explain the benefits offered for the position being sought.
If the recruiter is unable to explain properly regarding culture, market position, career path, and non-monetary benefits, you can lose the candidate. The candidate could have chosen another competitor that could provide better benefits for his career and self-development.
Recruiters must understand their role in the hiring process because they are the ones who ultimately determine the success or failure of a candidate. That is, from the start the discussion must be carried out openly and honestly. Both parties must be confident in their competence and communicate well.
From the start of the interview, schedule time to communicate each other's needs and expectations. On this occasion, explain the responsibilities, ways of communication, ideal candidate qualifications, to the timeline of the recruitment process. This can eliminate the possibility if you find that you chose the wrong candidate.
Regardless of the course of the interview process that has been passed by recruiters and potential candidates, it is important to maintain positive communication. Closing an interview effectively is just as important as getting off to a good start.
Thank you for taking the time to interview and provide an opportunity to ask questions about any information. It would be better if you could provide information on the next stage of recruitment accompanied by an estimated time.
Providing opportunities for candidates to express their opinions makes candidates feel heard. It also makes the candidate feel competent and can help think positively about the interview experience and company image.
Each recruiter also has a role to be able to maintain the good name of the company when conducting interviews with candidates. For this reason, it is important to keep the interview process positive so that recruiters do not have difficulty filling the position needed by the company.
