Optimization of recruitment practices

The staff of the service personnel of the enterprise usually consists of a fixed number of employees, which are designed to provide recruitment services. Often, these people have a certain amount of experience and knowledge that can not easily substitute one for the other. Thus, the Department of recruitment, as a rule, do not flexible enough to adapt to the changes in the market. Those professionals are self-employed, who work on the basis of outsourcing can offer customers flexibility in terms of man-hours and a set of professional knowledge, but at the same time it takes to develop work and achieving high productivity, as well as problems related to the attainment of corporate culture and building relationships within the company, may dry up internal resources and limit the return on investment.

Usually right after the performance of its obligations to the contractors by immediately moving to the next task. The time spent on training them, is not transferred to the next period of cooperation, so at the conclusion of a new contract for the hiring of employees (at the time of the next cycle of growth, for example), this training should be repeated.

In terms of the service personnel with a clear specialization in any field of expertise, HR-employees must be reconstructed in the event of any organizational changes. For example, the shift from engineering and product development to sales and marketing strategy requires a completely different set of recruiting skills.

Annual fluctuations in business activity can lead to periods of weighty demand for new employees, to which the existing staff service staff without the aid of external recruiting agencies are unable to cope. And such a scenario is automatically leads to an increase in the cost of a new employee. Conversely, during periods of downtrend office staff is overstaffed and perhaps overly bloated in terms of financial obligations arising from the use of different recruitment tools (specialized websites, advertisements, etc...). In connection with all the above provided very useful to consider the model of using contractors and recruitment outsourcing.

Technology

Most definitely we can say that in the majority of recruitment opportunities are lost due to lack of robust technology, and recruitment procedures. Usually, it is not no way to track where lost recruiting opportunities, which is the root of the problem. For example, the company urgently needed Marketing Coordinator. The company receives hundreds of resumes from applicants. All resumes are delivered to the table on the hiring manager, who considers only the top ten or twelve pieces. Marketing Director takes this resume dozen home this evening, for a week to get acquainted with them. As a result, it communicates by phone with 8-10 candidates and after a telephone conversation chooses five, which, in his opinion, by their qualifications are suitable for a formal interview.

Service personnel can connect at this stage, to inform candidates about the date and time of their interview, but the interview process is usually conducted by the director of marketing. Taking into account an infinite number of cases that fall within the competence of the director of marketing, the chances that all interviews will be conducted in a consistent manner, honestly and efficiently, fairly small.

Instead, a summary is likely to fall into the hands of employees of the marketing department, who will conduct a preliminary evaluation before the interview. Each of these people have got to scan it separately, it have some ideas as to what the candidate will do after taking on the job, but this person will not be certainty about the issues that he will have to ask candidates during the interview.

Perhaps, one member of the marketing team was tasked to check the candidates on the ability to prepare and conduct presentations. Another said, to find out why the candidate has decided to withdraw from the last operation. But in addition to these requests, any other tips for members of the marketing team does not exist, and they will most likely not aware of all sides of an effective interview. Therefore, they not only lose time, which they could spend on the performance of their daily duties, but they can also duplicate your questions, biased judge the candidates or even create an unfavorable reputation.

This situation can be compared, for example, with the uncertainty of the parameters of a new product or inaction are the sales plan. The majority of companies believe that they have a strategy for employment. They predict an annual figure by the number of new employees, which will take on the job, determine the level of compensation, the figures on attrition, as well as approve the budget for recruitment (advertising and paying agencies). However, the main point is still missing: the procedure.

Without a well-established procedure, it is impossible to conduct the recruitment of a high level of efficiency. Should review existing recruitment process and identify areas where you can improve the existing situation and to introduce new treatments that can help reduce the loss of production when hiring employees. The interview is the first contact of the candidate with the organization. And because the interview process requires a clear definition (rather than general description) roles and responsibilities of each participant in this process at all stages of the interview, in order to achieve optimal results.

Today's labor market produced a more active candidates than those that previously existed. Some of them have the necessary skill level, while others did not fit the job requirements. Employees of the service personnel must have resume sorting system that would guarantee the selection of the best candidates. This system must be effective, ie. A. Heads of departments do not have enough time that they could spend on the recruitment process. Below is a list of steps to be taken for the implementation of such a system:

 Development of viewing and evaluating new standards resume.

 Formalizing these standards in the documentation that is sent to familiarize employees of service of staff.

 The establishment of such working conditions under which the members of the recruitment team know the parameters of the ideal candidate, you know the form in which to document their comments and questions, which will be subsequently use the organizers of the interview.

Development of standards for making data about the candidates in the database, which allows you to quickly and effectively monitor information about the candidates. This system allows the team to make the right decisions, and helps to save the financial and labor in the process of growth and development of the organization.

Ensure adherence to the organization of all the recommendations of the US Commission on Equal Opportunities for Employment (EEOC). This will allow in the future seriously to save time and costs.

The effectiveness of the interview

To conduct an effective interview, in which can be selected the most talented candidates who need to every specialist, was present at the interview on behalf of the organization, would be used for its intended purpose.

Create an interview plan. This plan should include dates, the team of interviewers from the organization and mission of each stage. These plans vary from organization to organization. Some organizations prefer to have a multi-level process. Another important to conduct interviews in a single day. Such a plan should be developed at the beginning and then strictly follow it. Such a procedure would allow candidates and interviewing team set their expectations of the process.

Collection interviewing team. It is necessary to determine the number of persons that will be included in this team, as well as to decide at what stage of each of them will be connected to the process. Next, the functions of each interviewer. If possible, you should meet with a group of interviewers from the organization to the interview. During this meeting, you must specify the purpose of the whole process in order to increase the awareness of the team members.

Discussion of the roles and functions of interviewers. You can review the sample questions to make sure that each team member will work with a particular area of ​​expertise and skills, in order to avoid duplication of questions. Make sure that every single member of the team agree with the mission on the interview and know how to act in order to achieve the objectives of this mission. In order to make it possible to use this same procedure in the future should create a set of instructions on how to conduct interviews, to which participants will be able to handle such interviews.

Communication. Do not ignore the valuable information and response team after the interview. You need to go to the end of this procedure, and to analyze the results of the interview, to create the conditions for the recruitment of talented employees in the future.

An effective evaluation of candidates

Inaccurate assessment of candidates and ineffective communication between members of the team of interviewers may lead to unnecessary exclusion from the competition of strong candidates. Every time when a candidate enters the selection process and not take the job, the organization loses about 3.5 hours performance. If you multiply this figure by the number of candidates with which conduct interviews every year, you can get a shock from the results of a mathematical operation.

For the selection of the candidates, of course, requires an element as a comparison. However, we must first agree on within the organization general selection parameters: the skills, experience and compliance with the corporate culture, work style. Employees of the service personnel should agree on the parameters of all active participants in the selection process. It should be within the organization to answer the following questions:

As a candidate will be evaluated? It should determine when to connect various interviewing the recruitment process. Which approach will be able to increasingly interested candidates and help gather the necessary information about it?

Document analysis and feedback from the interviewers. How will collect comments after the interview? Does every interviewer right to vote? Each interviewer should have a weighted evaluation score, which is set based on the importance of the information that was received from the candidate. It is necessary to introduce a common system of points, which would be used by all interviewing. This approach will ensure the provision of equal opportunities for candidates. Feedback should be structured to avoid candidates excluded from competition solely because of suspicions, fears and inner feelings of a single interviewer.

People tend to easy on the candidates who remind them of themselves. This practice can lead to group thinking and lack of diversity in the idea that decisions and their implementation. Evaluation of candidates may help open sometimes invisible behavioral patterns that may in the future enter into conflict with the work of the team or organization.

outsourcing

Today's job market calls for the development of a recruitment strategy that can adjust to changing economic indicators. recruiting program must be flexible and have the capacity to quickly adapt to the organizational changes. should develop guidelines and conduct trainings for participants recruitment process, to ensure proper implementation of the employment plan. Service personnel must also change the style of work in accordance with the demand for new staff.

Losses from improper organization of the recruitment process is not always calculated in dollar terms (which, of course, brings the most damage); Increasingly, they are calculated in the lost ability to recruit the best candidates for your organization. Organizations recruiting partners must understand the problems of the organization and to provide solutions to these problems. recruitment outsourcing services may ultimately be effective, ie. a. recruiting partner can over time to adapt to the changing needs of the organization.

Recruitment is a strategic objective. Proper selection of experts, who will work on the development of the company is critical. Planning and optimization of the recruiting process will not only increase productivity, but will also create a recruiting machine that will propel the company to a new level of development.