TIP#1: Before anything else, define the job
Slash your recruitment costs by 45%...
How many times have you placed a recruitment ad, and received hundreds of irrelevant CVs? 98 out of a 100 don't have the correct work experience, qualifications or competencies. And you spend hours of your valuable time wading through all of them to try weed out the 2 of value to you, if you're lucky enough to find them at all?
With a detailed job description you can create recruitment ads in mere minutes. This alone will halve the number of CVs you receive – and save you 3 hours.
How you ask? Well click here to find out…
Here, you should conduct a job analysis
in which you gather information relating to the job. This can include the job's duties, responsibilities, required skills and so on.
With this information, you can piece together a job description.
TIP#2: Use a checklist
You should use a checklist for hiring your employees as this can help you keep track of your recruiting goals, whether it's for a single employee or many.
Also, when going through CVs, you should have bulleted points in place for you to use in searching for desired characteristics. These points can be determined in a meeting with all relevant employees who will be working with the new employee.
TIP#3: Pre-screen employees
While an applicant may look good on paper, it's very important for you to hold a pre-screening interview in which you can ask questions and see for yourself if their characteristics are what they say they are, and if you believe that person would actually suit the job.
EXTRA: Here's one of our own tips to use in selecting the correct candidate for the job
TIP#4: Ask the right questions
Ask open-ended questions in an interview. These types of questions will give applicants the chance to provide a detailed explanation without feeling led. And you need detailed answers in order for you to weigh up their qualities in relation to the job description.
Example questions include phrases that begin with 'how…', 'why…' or 'tell me more about…'
In essence, these 'questions' are not really questions at all, but rather mere statements that are awaiting a response.
Closed-ended questions give a simple 'yes' or 'no' answer and so won't really provide much information about the applicants.
*To learn more great tips on how to select the correct candidate for the job every time, page over to Chapter R 03
in your Practical Guide to Human Resources Management
If you don't already have this fantastic resource, click here
now to order your copy today.
The A-Z of legal recruitment
Did you know there are 11 legal requirements for recruitment?
Do you know how the Employment Equity Act affects your job advertisement?
Do you know what checks you can legally conduct on an applicant?
Are you sure your employment contract includes the 16 clauses the law says you must have?
If you don't have all of these aspects correct, you'll be on the wrong side of the law when it comes to your recruitment process.