Recruiting Prudently

The starting point for success in your organization is your recruitment process. The quality of your recruitment may go a long way in deciding the path your company will tow. Recruit poorly and you will have yourself to blame, on the flip side if you recruit well it may increase the quality of service. There are a number of don’ts in a recruitment process, some of which include the following:

• Don’t Employ on Sentiments: It is purely unprofessional and dangerous to recruit based on your perception of a candidate. The trend of recruiting family and friends without the due qualifications is not uncommon, but in future eventualities, this trend has the potential to be catastrophic. When a staff is not suited to a job specification, outputs suffer, productivity won’t exist and service quality will hit a snag. Favouritism and tribalism are not concepts suited to any work environment, in fact, they have no moral stance in any sector.
• Don’t Employ Under qualified or Over Qualified Candidates: Job qualification is an aspect of recruitment that must be constantly emphasized, if a candidate is overqualified for a particular job position, and then the candidate must be recruited for the position which he suitably fits, if not productivity will be wasted and there will be misplaced talent optimization. Likewise, if the candidate is under qualified for the job, then other suitable candidates should be considered. Recruitments of under-qualified staff in key positions in an organization could result in the downfall of such an organization, especially if it’s a startup.
• Don’t Employ Blindly: So, how can a firm recruit blindly? Imagine recruiting without a resume examination, without interview or trial. As ridiculous as it sounds, some firms do it. You tend to hear phrases like “can you do the job”, after the affirmative response by the candidate, then you hear “when can you start”. Just like that a candidate is recruited, now that’s blind recruitment and there are no two ways about it, sooner or later the firm will be adversely affected.

 

So, now that the don’ts of recruitment have been established, how does quality recruitment work? There are varieties of steps that will ensure proper recruitment, some of which are:

• Critically Examine the Resume: The resume of a candidate says a lot about the candidate. From a typical resume, the personality of a candidate can be identified. An in-depth analysis of a candidate resume may reveal a pattern vital to the job position such candidate is applying for.
• Background Check: There is a limit to what a candidate’s resume will reveal. Some resumes can be misleading; hence a background check can be an important step. Background checks may exhume hidden information about candidates.
• Aptitude Tests: Sometimes, certificates are not enough. Aptitude tests are common practice in corporate organizations nowadays. Some candidates cannot replicate the know-how displayed in their certificates, aptitude tests tend to reveal who really has the goods. It is also a test of how smart and pressure-adaptable candidates can be. Videos and mobile devices are technologies often used in aptitude tests.
• Hire A Recruitment Firm: Recruitments are experts in recruiting the best talents out there. As their credibility and reputation are important, recruitment firms follow the recruitment precept to a letter.

FINAL THOUGHTS

While there are certain steps that can ensure a quality recruitment process, it is vital to know that once in a while bad eggs still find land among the good ones. No system is flawless; as a result recruiting firms have to be extremely observant and vigilant.