With the expanding dynamics of businesses all over the globe, companies are revolutionizing their processes and goals. They are increasingly combining the power of technology and human resources to extract optimum results. While digital transformation is upholding the former needs of a business, the latter requires a compelling strategy of management, recruitment, and promotions.
Management of human resources involves the process of hiring, which is costly and time-consuming in equal measures. It should not be mistaken for hiring concerns only with the assessment of some resumes and conducting interviews. A poorly crafted job description will not only fail to attract suitable candidates, but it will also devour crucial management time and effort.
It is the same pervasive reason that recruiters consider when hiring app developers.The hiring could be for various app developers such as php developers for hire, android, or iOS developers.
No one wants to go through a lengthy exercise to hire the wrong talent! Here are the best tips and tricks that can save the time involved in the process of hiring human resource managers.
Tips and Tricks to Conduct a Productive Hiring Drive
Start With Your Brand
Before stepping out to read resumes and interview prospective candidates, recruiters must focus on building their brand name first. If the numbers are to be believed, an organization that creates a powerful brand as an employer often finds little need to repeat the process of recruitment and selection in the first place!
With proper branding, you are likely to tap the 73% (according to HRCloud.com) pool of passive job seekers who are open to new opportunities but aren’t looking for a change. Why? Simply because you will appear to them as a more desirable option, driving their involvement straight in through your doors.
Slow and Steady Won’t Win you the Best Talent
Perhaps you are not the only managers out there, hunting for the best candidates. If you aren’t going to move quickly enough, another one will and capture the talent that could be producing results for your company. It takes only a few days for the best candidates to get swept off when human resource managers identify their potential.
It makes sense to show a prompt response to the availability of such candidates, once you have identified the opportunity. You may take your time to make the final decision, but in the interim, keeping them engaged should not be a challenge.
Make Use of Digital Trends
This has to be agreed upon that we have stepped into those times when we search for a person on Facebook and Twitter even before meeting them in person. This trend has already seeped into hiring processes today. Although selection decisions are not based entirely on a person’s social media data, it does offer insights into their activity.
Going the other way round, employees these days are increasingly showing a similar behavior towards companies in which they are interested in working. Businesses are being assessed for their online presence and popularity. It goes without saying then that recruiters must ensure that they have an active presence online.
Improve Your Recruitment Pipeline
A sample approach to hiring a desirable candidate usually goes through checking 100 resumes, shortlisting 10 of them, and interviewing 4 out of them. Recruiters need to ask themselves if this confined pipeline is enough to sieve through to the best talent in the market! The quality of the 100 responses depends to no small extent on the job description articulated by the recruiters.
Instead of choosing an entire demand and ability approach, recruiters can benefit by advertising a need and supply based approach to prospective employees.
The response is expected to be broader and more responsive to the requirement of the recruiters. By focusing on what your company can do for the incoming employees, you are more likely to attract candidates who meet your operational needs.
Ditch the Formal Road to Interviewing
After a candidate has been called upon for an interview, based on their resume, the recruiter gets a chance to communicate with them face to face. While most candidates catch this opportunity as a chance to present their accomplishments and abilities by exciting them, it is up to a recruiter to go behind the facade and gauge for the actual material.
Communication and identification of material facts are the only tools in hand for a recruiter. This is important to avoid fake social interaction. Recruiters must look under the veil to evaluate how far a candidate is likely to meet their hiring requirements.
Recruitment is a costly affair, and it is not feasible to contribute that much expenditure multiple times. You need to make sure that you tap all the potential sources that job seekers generally turn to when they seek a new opportunity.
According to TalentLyft, 64% of active job seekers listed major career sites as their preferred platform to find a new job. Employee referral programs contribute to 48% of the top recruitment in most companies, according to HR Cloud.
At the same time, recruiters must ensure that they give out just enough information relating to the position to arouse the interest of job seekers. On average, a job offer put out by you can attract up a large number of resumes from interested candidates. This makes all the pointers listed above even more relevant.
The HR team can make its recruiting task a lot easier by following these tips and tricks. The whole process is similar to choosing an online product management course by an interested candidate in terms of the time and cost involved.
The HR management can save their time and effort to a large extent by conducting a strategic hiring process. Candidates can be interviewed in a group, where they were being spoken to, individually. Keep the hiring job description clear.
Once a candidate fits your vacant position, make the decision as soon as you are satisfied though you may want to do this quickly since the demand for good candidates is extremely high in the market.