Have you hired the right talent?
Quite often, as recruiters, we assume that we have successfuly hired the best talent. Such assumptions can be misleading and risky to any organisation’s long-term success and goals. Our failure to oversee the company’s hiring process leads us to build a poor and inadequate talent pool, often resulting in internal conflicts and a heavy attrition rate.
But by timely evaluation of our recruitment plan as per the market demand and optimising our hiring tactics, we can save ourselves from this distress.
A recruitment plan for an organisation must respond to a robust employment picture and should offer lower costs and a competitive edge over other companies. Regardless of the firm’s size, it is a guide to successful recruitment containing meticulous and unique procedures.
A general recruitment plan is evaluated through the following steps:
Defining the company’s requirements
The first step in building a strong hiring plan is to identify the current requirements of the company. Find applicant profiles that suit the requirement. Describe their strengths, weakness, opportunities they seek and their skills. An ideal applicant must be recognised by measurable, trustworthy qualities and not subject to the risk of confusion.
A clarity in applicant profile will help select the best candidates. It allows to clearly define the parameters of the job requirement. Also, ensure that you identify the timeframe in which a particular requirement will be launched.
The budget for a recruitment plan is a major investment decision taken by the company. It must encompass the cost of sourcing through external agencies, training costs and compensation offered.
An elaborate budget plan must meet both the company’s and the hiring manager’s requirement.
Sourcing is integral to a recruitment plan. However, most sourcing decisions are made based on budget size and availability. Sourcing might not be required for seeking talent pool that is easily available. Usually, sourcing agents are hired only if the company has trouble finding applicants qualified in professional skills.
Recruiters can also source of potential applicants through other channels such networking sites, internal databases and online recruitment portals.
When working with talent consulting agencies, ensure that proper guidelines pertaining to recruitment are developed. Recruitment agencies should help the company to refine profiles and source candidates by setting a client target, such as remuneration and the availability of skill sets required.
Also, seek help from senior and experienced recruiters to hire executives. Since most experienced recruiters have a greater understanding of the market and talent pool, it will assist companies to expedite the hiring process by qualifying applicants and eliminating the need for an interview.
Along with sourcing, building screening standards for short-listing potential applicants for the desired requirement is of utmost importance. A pre-screening process enables recruiters to match the right candidates to the desired profiles.
During the screening process, recruiters must develop suitable questionnaires relating to applicants experience and skills. While conducting the screening process, a recruiter must remain unbiased. All applicant profiles should be screened objectively.
Recruiters can also make use of online assessment tools in the screening process. These tools aren’t completely reliable but can be used for certain menial tasks.
Evaluating the candidate
The most critical step in the recruitment process is the objective evaluation of applicants. Recruiters must judge candidates based on their performance, experience and skill set and should avoid assessing them on other parameters such as physical appearance and personality. Favouritism should be avoided at all costs, this can potentially lead the company to lose the best talent.
Interviewers should ideally judge an applicant’s technical capabilities, educational qualifications, interpersonal skills, communication and attitude.
After successfully evaluating the candidate, the next step to select them, make an offer, negotiate and close the deal.
Training and follow-up
The recruitment process is an on-going process and does not end after closing the deal. Recruiters or hiring managers must conduct a regular follow-up on new recruits to see whether they are comfortable in their respective roles. Integrating new recruits into the company should be through a proper induction and training process.
Training is the most important aspect of a recruitment plan. Companies known for the quality of their internal talent achieve this with their orientation process.
Initially, most companies set 3 months as a training period but this timeframe can be stretched to 6 months and more, depending on the ability of candidates. If a candidate is found unsuitable during this frame of reference, recruiters have the right to seek replacements.
Are you having trouble with your hiring plan? Are you unable to find the right talent for your organisation? You can seek help from Han Digital Solution. We are experts in sourcing, recruiting and talent mapping. Our services are updated and can serve your current requirement in a jiffy. Get in touch with our talent experts on firstname.lastname@example.org