Recruiting Talent In Your Company
How you attract employee at workplace is very important but how you attract employee before he joins is the big skill. The factors you think to attract resources is only in monetary terms by offering salary more than they deserve, attracting incentives or extra beneficial allowances. But searching and hiring talent do not need the brownie. When organization required talent then it required only talent, which literally means the perfect deserving resource for the position who can own the work from day one almost in no time.
For this, most importantly recruiter should know what exactly the organization's requirement for the specific and niche position. If there is need of talent, recruiter has to change all the traditional ways of getting resource in. Before all this, recruiter should understand the importance of position and accordingly should evaluate the description, skills, matching eligibility and talent required for the position. This is very important as recruiter is a key person who leads the organization to introduce with the candidates. Its recruiter's words that make talent to step up in the organization. Of course the suitable position, appropriate salary, extra benefits matter to them but recruiter convince them to show their first impression in talent hunt is the crucial role.
But unfortunately sometimes it does not happen as it should be. Recruiter's convincing skill or other factors such as good salary hike, accommodation, transport facility pulls employee to attend the interview but sometimes recruiter fails to convert candidate into their employee or if hired, to retain them on the position. Suppose a recruiter schedule the interview after explaining according to the requirement, then he/ she is selected for the position and joins. But after couple of weeks he/ she says the work profile actually is not as per described, or say, this is not my kind of work, this has not been explained at the time of joining. Then what?? or it might happen organization feel the candidate is not suitable for the position. Isn't it weird!! Once the resource is qualified for the position achieving successfully the interview tasks then why one should feel he/ she is not suitable for the offered position.
This can be avoided if the recruiter and hiring and manager are clear about their requirement, ideas, goals and tasks need to perform on the particular position. The matching qualification, suitable designation (if experienced), suitable skills only are not enough, one should identify the capability and talent required to perform for the particular position. Talents are identified by their ability, skills, knowledge other than experience. Hiring resource and hiring talent is different and can be identified by their general awareness and knowledge required not only for meet the requirements and achieve task but to understand the responsibility and deserve the position. This process is initiated by recruiter in introducing position with talent and talent with the organization. Something has to attract them and something recruiter should found challenging in them. Like this could be the entry of the resource to go further with challenges to get hired.
Let us have a look what the resource should do to complete the challenges in meeting organization's requirement to become a Talent.
Role of the Recruiter
(A) Understand the required skills and abilities need to perform on the position much accurately as sourcing good resource is the basic step where recruiter has a challenge to identify without having any interaction with the resource.
(B) A Recruiter must be clear with the requirement demanded by the hiring manager and should ask resource the basic understanding about the position, and not what his/ her experience.
(C) For recruiting talent some specific challenges should be planned to find out the success areas.
(D) Necessary aptitudes can be arranged to get introduce with the organization and so the recruiter is able to understand what qualitative and quantitative knowledge the resource possess.
(E) Personal interview should consist in stages:
1) Self Introduction
2) Knowledge about required position
3) Why makes candidate to switch the current and why he/ she feel to get hired by you
(F) Next round should be the technical as required for the position which should consist:
1) Basic computer knowledge (Excels, PPT, Sharepoint, Salesforce etc.)
2) Technical test required for position (IT/ Non IT)
3) General IQ test
(G) The interview with hiring manager should include the challenges required for the position. Certain situations could be presented which are required to be perform on the role of the position. Hiring manager has to review by all means the suitability of the candidate.
(H) Hiring talent is a challenge to the organization, the tasks should be as such that it should review the knowledge, willingness to work, ability to perform task, capability in accepting challenge, sustainability, stability. This could be done in many ways and the resource can be purified by examining through different ways.
(I) The process should also consist the case study or presentation where the recruiter and hiring manager can judge the qualities of communication, will come to know how much the candidate is presentable, how he/ she is good in interacting with other team members, how much is organized and planned.
These are few techniques to judge and make the resource eligible for the position. Hiring talent can be identified not only by the qualification, communication or by previous experience. The qualities that specifies the talent other than experience and syllabus, the skills that proves the capability and willingness to sustain on the position is more and more important to develop the resource with high responsibilities and challenges to lead the position.
Happy Hiring!!!
0 comments: