How to Recruit Right!!

Rushing for a Monday review when suddenly got a call from Mangesh who was supposed to join but turned down the offer just when we were all set to have him onboard.

All these years have faced many such Monday’s where excitement for closure was just missed by a call or sometimes no call. Recruitment has never been easy but it certainly beyond just scheduling interviews and offers.

All these years have worked with some real sharp recruiters whose Mantra when shared and practiced worked out well

 

 

Asking Questions might bother many but is a best way for an HR to understand the requirement before even saying yes to sourcing. It makes no sense to work on X when Y was required, so miscommunication will only lead to frustration and CV spamming. Having good understanding helps better filtration, lesser interviews and quicker closures. Keeping a sample question bank too is not a Bad Idea!!

Once through with inside knowledge having good sales pitch which is crisp but informative and has flow which can attract the candidate is a MUST. Downloading all the information at the first call might not be effective rather go slow and make the conversation interactive. Don’t push much, generate interest and move on. This helps to judge the candidate profile as well as his interest. Many time first call itself can sort out fitment issues and avoid facing such situation at the final stage. First call is most important!!

Try all means to nail the requirement but be judicious on the cost. If something can be closed through internal referral why outsource the same. But if it niche enough then why wait to do the same. The call is yours but wasting time to experiment will have additional cost.

Back outs can make you land in the most embarrassing situations so better be prepared. Having a backup plan just counts a lot. Remember a position is closed only after the candidate settles in the organization.

Judgment skill and perseverance play a major role too. Stay cool and let your mind speak for you. Many times our personal interests have to be forgone when picking the right candidate. Focus should be to hire a resource that is culturally and technically fit enough to sustain a long term association with the organization.

All this might help in improving recruitment as a process and a skill but still there are and will remain on going challenges which an HR/Recruiter has to go through. Whether it’s the pressure to fill the requirements or talent crunch in the market one needs to keep the communication channel active and need based try to get best possible to suit all ends.  

Recruitment too has its ups and downs and being updated with the latest Hiring Trends will only make one a better recruiter.

HAPPY RECRUITING!!