There is a vacancy in the company and it is time to start the recruitment processes again. When recruiting, sometimes some mistakes are made that can affect the outcome and success of the process.
Contrary to what many people think, it is not enough just to make a good description of the vacancy, there are many more points that must be taken into account.
One of the most common mistakes made in companies is to think that with the job description made it is possible to start the search for the candidate. It is true that this information is necessary and is part of the process, but it does not serve to determine if a candidate is suitable or not.
Here are four helpful tips for filling a vacancy:
- Confidential vacancy?
We must know if the vacancy should be confidential or not. If it is confidential, we must take this point into account in the description and in the propagation of the offer.
In the case of confidential vacancies, sometimes it is possible to make use of the referral program and other times not even the collaborators know about this opportunity within the company.
Whenever it is not necessary to make a confidential vacancy, it is advisable to put the name of the company so that the applicant knows if you like the sector and if your values match those of the organization.
In the event that the offer is not confidential, the Human Resources area can make an internal and external distribution using its own channels. In these cases, the reputation of the employer brand of the company will have an important weight when it comes to receiving applications.
- Define the position correctly
There are profiles that have very clear nomenclatures. Others, however, find a large number of names for the same position.
It is important to know what these professionals call themselves in order to add the correct position to the job description.
A few months ago, a recruitment company for recent graduates commented that they were looking for a middle manager for a leadership position. When conducting the search, they used a classic nomenclature and the result was professionals older than expected and with much more experience.
They tried to change the name and used the English name. In this case, those who applied for the position did not have the necessary experience. Finally, they realized that the nomenclature used by these middle managers was different and by changing it in the offer, they finally managed to reach their target candidates.
At the same time, it is necessary that this description is clear and really has to do with the functions that will be carried out.
A large percentage of professionals say that what the offer offered had nothing to do with the job once hired.
Disappointment and deception will make the commitment of the new employee null or almost non-existent and in less than three months they return to the job market, assuming a cost for the company by having to carry out a new search.
- Requirements of the candidate: knowledge, skills and personality
For a recruiter it is necessary to know in advance what knowledge the candidate should have. What happens many times is that team managers ask for an endless list of requirements that do not fit either the position or what is in the market.
It is important to determine which requirements are essential and which ones can be worked on within the company. In the same way, it is necessary to know the 3 or 4 requirements that are exclusive.
The prioritization of these needs will help to clearly define the process, interview questions and test results.
Along with the requirements, it is necessary to determine what soft skills the candidate must have in order to fit into the dynamics of the team. In order to make a good definition of that Person Candidate, the recruiter will have to speak with the director of the department, but also with some colleagues.
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A global vision of the position will ensure that when the manager communicates with the candidate, they will have a very clear idea of what the ideal professional should be.
- Salary and benefits
All the above points lead us to salary. We must take into account what is in the market and what is offered by these types of profiles.
Experience and knowledge will determine the worth of that professional. It is essential to review the salaries that are being offered at the market level for the specific position.
This salary needs to be communicated in the early stages of the process. It is not necessary to waste time on a candidate who does not fit the salary and vice versa, a professional will not want to spend time and energy on a vacancy that does not really suit their needs.
Remember that this information will help you to better position yourself in front of the candidates and at the same time it will have a direct impact on your Employer Branding.
Assured success
Finally, we want to add an extra tip. To carry out a good recruitment process, it is necessary to define all the stages before publishing the offer on portals and aggregators.
Knowing in advance the phases that a candidate must go through will help both the company and the professional who wants the position.
We will know approximately the times; we will be able to communicate it in the different stages of the process and we will determine when the final decision is made.
This planning provides the candidate with an excellent experience and allows the manager to determine times and save costs in lengthening the process.
In highly competitive sectors, this speed will ensure that candidates are not lost in the later stages and it will be easier to close a contract.
Keshav Encon, One of the best international job Consultancy in India.