As we discussed a few days ago, it doesn’t really matter what position you’re trying to fill when it comes to optimizing your recruitment and candidate selection process. With that in mind, today we’ll discuss 6 more ways to optimize your recruitment and selection process, and how to implement an effective applicant tracking system.
1. Pull together a Selection Committee to Optimize Recruitment and Selection
Soon after you determine that there’s a need for a new position, and should pull together a hiring team to help you select the perfect candidate.
This team should include HR and the hiring (or departmental) manager, at least one person who is in the same or a similar position, as well as other knowledgable staff who would be interacting with the new position. You can also include influential leaders within the organization on the team or as part of the interviewing team to provide multiple perspectives on candidates.
2. Use a Checklist to Optimize Recruitment and Selection
In our previous article, we discussed using a scorecard to rate candidates based on the educational qualifications (including relevant certifications), experience, training, and interview. However, if we take a step back, you should prepare a checklist before you get to the interview stage to make sure you’ve covered your bases.
The checklist will ensure that you’ve treated each candidate fairly and asked the same questions so you can give a fair assessment. As with a scorecard, inevitably a candidate will rise to the top regardless of what the scorecard or checklist says, but you’ll have done your job to ensure that you followed a process to hire the right candidate.
3. Test Candidates to Optimize Recruitment and Selection
Testing can take on various forms depending on the responsibilities of the job you’re hiring for. However, testing is a great way to determine if a candidate is truly capable of doing the job.
For example, if you’re hiring for a public relations position, you may want to conduct a role play with another member of your staff. If you’re hiring an accountant, you may want to give them a multiple-choice test to determine their level of knowledge. And if you’re hiring a writer, you should have them submit a sample of their work.
Whatever the case, testing candidates is oftentimes a more accurate reflection of a candidate’s abilities than an interview alone.
4. Follow-up with References to Optimize Recruitment and Selection
Candidates rarely if ever provide a reference that would provide anything other than positive details about the candidate. However, we find that it’s useful to have an unscripted look at a candidate before extending an offer.
It is completely within reason to ask a candidate for specific names and contact information within the interview. Maybe you ask for an old college professor, a former colleague or even a peer to give you information that you might not otherwise get from the candidate or references that they would have solicited on their own.
Be sure to study the candidate’s body language when you ask for this information as it may tell a lot about the person. Of course, also contact the person you say you’re going to contact.
5. Address Salary and Benefits to Optimize Recruitment and Selection
No matter how you cut it, in order to attract the best candidates, offering a competitive salary is important. Therefore, as you’re coming up with the job description, make sure to discuss the new position’s salary and benefits. Also determine what else you may be able to offer to the right candidate if necessary (ability to work from home, car allowance, relocation, etc).
Think about all of the opportunities that your company can offer so that your job opening stands apart and makes applicants take notice of your company.
6. Stay connected with the candidates to Optimize Recruitment and Selection
Oftentimes, you want to hire more than one person for a position, even if you only have one available (and there really isn’t a budget to hire another). In years past, you might have just lost that other person forever, but in today’s age of social media networking, you can continue to keep in touch with your candidate pool beyond the interview.
In the future, if there is another opportunity, you can quickly call them back. It’s also nice to stay connected with professionals who have left your company, as well as industry leaders that may be a good fit for your organization in the future. You never know when those contacts may come in handy.
Finally, don’t feel like you have to do it all as a recruiter. Utilizing free online recruiting software is a great way to increase productivity in the overall and online recruiting process as well as save money. There’s no need to spend countless hours manually filtering through hundreds of applicants. A free online ATS will do these things for you. The stress and headache of organizing and filing are eliminated!
Recruiteze is perfect for in-house recruiters and staffing agencies alike. Recruiteze gives your job candidates the ability to apply online and be added to your database immediately in a user friendly way. End-users can access resumes online and make changes quickly and easily. Recruiteze would rather that you spend more time focusing on asking the right interview questions instead of tracking applicants. Click here to try Recruiteze for free!