Employee Selection: Six Steps to Improve Your Recruiting Strategy

 

Most of the time businesses are in a hurry when it comes to the employee selection process. As a result, they end up hiring the wrong candidates. And this is the reason they find a replacement even in a couple of months. It takes their both time and money. One needs to keep in mind that any business can’t become successful without having good employees no matter how proficient they are in strategy or decision making.

So, they need to review the selection process and make the necessary changes to improve it to find the right candidates. To hire genuine candidates, organizations need to follow a well-defined process to identify the right candidates who are most suitable for their needs.

Let’s discuss here several steps that help you hire the perfect candidates who will help you in achieving your business goal.

1. Review Applications

After announcing a job vacancy, you will receive several applications from candidates. All you need to do is to review each application and pick the right applications that have the desired qualifications, experience, training, etc. In case you get limited applications, you need to manage your expectations especially about the experience, skills, etc. that are less important for the particular job position.

2. Conduct Initial Screening Interview

Once your HR team shortlisted applications of the right candidates, they should now conduct initial screening tests through phone calls. You should target first those candidates that are residing out-of-town. Communicating with them indeed gives you a little bit of idea about their communication skills, personality, etc. It can also give you a clear insight into the candidates that are most suitable for your organization. During a phone interview, you can ask some basic questions, including introduction, reasons for leaving their present job, strength/weakness, etc.

3. Face-to-Face Interview

After the initial screening, you can call the selected candidates for an in-person interview. You can go with group interview as well, but a one-to-one interview will focus on each candidate in a better way. It will help you know the way they communicate. Besides, you can also determine whether they can adapt to your organization’s culture or not.

When it comes to the interview structure, it’s something that varies from organization to organization. Some companies prefer all in one day and candidates require meeting different interviewers. Whereas others prefer the process where candidates meet with interviewers and then they intimate to come back for second interaction. It’s certainly a good idea to use ATS, applicant tracking, etc. for an in-person interview.

4. Background and Referrals Verification

Now you need to create a list of all candidates who cleared the in-person interview successfully. Once you have a list of all successful candidates, you should now start the process of verification their background, referrals, etc.

You should be highly focused on the background of candidates. In case you find any candidates who have a suspicious legal background, you should discard their candidature immediately. Besides, you should be also focused on the actual reason for leaving their job.

5. Fitness Test

No matter how skilled the candidates are, they will not be able to perform their tasks efficiently if they are not physically fit. It not only makes an adverse impact on your business operation but overall your organization’s productivity. So, while hiring new candidates, you should never compromise with their fitness.

It’s advisable to conduct medical check-up for every selected candidate under the supervision of medical professionals and invite all selected candidates to participate in it. You should hire only those candidates who match your fitness test criteria.

6. Make Final Decision

So, you have gone through all the steps of selection, it’s now time to make a final decision. Your hiring manager is responsible for taking the final decision about hiring candidates. To make a decision, they consider feedback, score, etc. from the HR managers and interviewers.

He/she considers every aspect of candidates to take them on-board. If they find any candidates who are not the best fit for any reason, the hiring manager can disqualify the candidates even during the last phase of the selection process.

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