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How to choose the best recruitment method to get the best candidate...

by , 13 January 2014
Recruitment is the process of finding people who are available, and qualified, to fill positions your company. But most of the time it ends up costing you a lot of time and money. You can either recruit internally (looking at people who are already employees in your company) or externally (applicants from outside the business).
You'd need to choose one of these methods of recruitment that best suits your needs...

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Internal and external recruitment options
 
Internal recruitment options

1.    Job posting
You can post vacancies for employees on internal notice boards or in information bulletins.
Carefully consider the process and ensure you use the same procedures are used for all internal vacancies.

External recruitment options

1.    Direct applications:
CV's may be sent directly to the HR department, or applicants can walk in to the business.

2.    Employee referrals
Employees who recommend applicants for a job usually put their own reputations at risk, and so are often careful to only refer qualified applicants.

3.    Campus recruiting/Graduate recruitment
Employers have access to students and can identify the top students to offer them employment. Educators could have a great influence in this process and could help you identify strong candidates.

Keep reading to find out how you should deal with external recruitment agencies...


 
Dealing with Recruitment agencies

Recruitment agencies can greatly reduce a lot of the administrative work that goes into screening the CV's, but it's expensive. The average rate for a successful executive placement in is between 30-35% of the candidate's first year's salary.

If you're going to use an agency, ensure you:
a. Give the agency a detailed and accurate brief of the kind of employee you're looking for. Provide a comprehensive position profile that details not only the job requirements, but also the behavioural competencies you require.
b. Have a proper contract that details the terms of payment and the actions it will take in the case of an employee being placed, but leaving during his probation period.

Advertising for candidates

Your job advertisement is an important tool to attract the best and most appropriate candidates for a position. Mention all non-negotiable job requirements in the advertisement to reduce the amount of under-qualified people that apply.

The Internet provides a quick and cost-effective recruitment method. However, there are some disadvantages to this method in that 'click-of-a-button' applications mean people apply for multiple jobs 'just to see what happens'.

For more on how to recruit go to your Labour Law for Managers handbook.
 
Until next week,
Taryn Strugnell

P.S You know how it goes: One minute everything is running like clockwork… The next, employee issues seem to erupt out of nowhere. Before you know what's hit you, your boss is demanding copies of your policies and procedures manual, you need a written warning template, and your employee wants a grievance form to fill out before the end of the day.
Don't be caught unprepared!
Get ready-to-use, legally watertight contracts of employment, policies and forms in electronic format. No re-typing, no hassle. Use them as is, or tweak them to suit your requirements.

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