Most organisations rely on technology developments in hr recruitment. For larger organisations in particular, this can be a tedious task at the best of times, and anything that alleviates the repetitive and time consuming work load is welcomed. There are a number of boxes that need to be ticked when it comes to online recruitment.
Thorough preparation of a job specification is the most basic thing that a recruiter must do before searching for an agency. It must clearly outline the scope of the job, specific skills required and personal aptitudes. This should help you identify what exactly you require from your potential employee, and, in theory, ensure that you have filtered out unsuitable candidates. An Applicant Tracking System (ATS), software designed to automate the recruitment process further, greatly improves efficiencies in this particular area, as it screens candidates that do not meet the basic criteria required for a particular position.
The recruitment process is a multi-stage process. The HR/recruitment team members must each know its role and what exactly it entails. You must have an efficient person to choose the job portals, to post the job online and coordinate with them at every stage. Another professional can be selected to review the applications at the preliminary levels. The interviews can be set up by yet another person. This obviously means that an efficient team has to be identified and put in place before you proceed with placing the advertisement for recruitment. Similarly here, an ATS speeds up the with auto-responses and arranging of interviews etc. It allows the team to concentrate on the correct selection of a shortlist of qualified candidates, rather than trying to evaluate every application individually.
The way in which the ad copy is compiled is another aspect that is often overlooked by recruiters. The type of talent that you attract is significantly affected by what you say in your recruitment advertisement, and how you say it. Your copy must clearly state what skills and qualities a candidate must possess, the areas where there cannot be any compromise, and the basic minimum requirements necessary to be able to apply for the job. The recruiter is essentially a sales person in this situation. They are pitching the job, through their ad, to the best buyer by highlighting the benefits, position, salary and other perks. This must be crystal clear in your job description.
Finally, when a candidate has replied to your recruitment advertisement, you must respond with an acknowledgement. This communicates a positive image to the candidate and projects a positive image of the company to those who hope to work with you in the future. As mentioned previously an ATS system can look after this for you. The auto-acknowledgement function saves considerable time for the recruitment team, and is the type of mundane task that can be taken away for the team itself.
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