Recruitment (for this article = search and selection of employees) is a complex process and regardless of whether you are an HR manager of a large company, a department/department manager or a small business owner, when recruiting any employee, you need to master the following five things:
Of course, there is a whole science behind each point, but in this article we will only go over them at speed.
Being clear about who I am looking for is the alpha or basis of the whole process.
Being clear about who I am looking for is the alpha or basis of the whole process. If you don't know where you're going, you'll never get there. You will definitely get somewhere, just wondering if this is the place you wanted to go. Without knowledge and understanding of the above, the recruiter is like a blind man. This point is like a project in the construction of a house. Imagine that you are going to build a house without any project. In addition to the complex idea and visualization, the project also captures all the details that actually define the house both structurally and visually.
In cooperation with Staffing agencyIt is absolutely necessary for the consultant to know the job thoroughly and know what it entails, to be able to clearly imagine the desired candidate with all the key factors to meet. If he knows them, understands them and can imagine them - he can deliver the desired candidates. But it doesn't matter if you make the choice yourself or through external cooperation. This applies equally to all scenarios. The recruiter must know the job position otherwise he will shoot blindly.
The search can take on a number of different forms, and different techniques can be incorporated into it. Depending on the needs (or a clear idea of who you are looking for), you will come up with possible or suitable ways to find the desired person. It is essentially a hunt that you can approach expressly as a hunter. Depending on what you go hunting, you choose the area, prepare the appropriate weapons, lures,... or hire a hunter.
The most commonly used tools in most searches are advertising/personal marketing, search through acquaintances and contacts and personal links, schools, databases, labor offices and specialists.
Finding, targeting and attracting capable candidates for your company on the job market combines enticing, hunting, tracking, selling, marketing, courting,... The ability to attract capable candidates the ability to take and sell the job position to the candidates you are looking for (i.e. what they are worth) either in the form of an advertisement or a well-written/presentation The job offer that is addressed to the wanted/selected candidates is key and must be managed 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 depend greatly on the ability of the recruiter to do so in order to successfully achieve the intended effect.
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The company is made up of people. For the most part, companies have well-built processes for all activities contributing to the production of a product or the production of a service in order to deliver a quality output to the customer. Therefore, if the most valuable asset for a company is people, it is essential to have well-designed processes for their selection. The ability to ask the right questions to get the information we need is key. Making decisions intuitively in such an important area is definitely not the right way to go.
What do you consider if you want to promote someone? On what basis do you decide whether to keep a recruiter after the probationary period? The answer will probably be similar in both cases. We always need to know if a person can perform and manage the required tasks, projects, challenges, processes in the required quality and time, whether he can cooperate, whether he needs to be defended or is sufficient to specify a goal/ task,... and he goes like a Swiss watch. With a person you can observe or have experience with, you can tell directly. When choosing a new person, you need to be able to find out by correctly asked questions.
With the adoption of the chosen one, the whole process does not end. Although it must be said that if the choice was made well, then this last point will already go easy. However, it should not be neglected, because otherwise all previous efforts may end up in the trash. It is therefore necessary to devote an adequate amount of time and energy to familiarizing yourself with the company, the culture, the people, the expectations, the work system... and the training of the candidate in question. Also create an atmosphere of support for him (even if he is thrown into the water) so that he has somewhere to turn if necessary.
Of course, with all this work with people does not end, it only begins, but that is another topic.
Author: Engineer Marek Chrastina
