It is increasingly escalates the lack of opportunities to new graduates professionals from the contractor market because there is no wage-correlation functions; labor demand for a vacancy vs. applicants is to laugh. Therefore, cover a square has become an investment of time and money from candidate companies.
We must at all costs avoid staff turnover and make our procurement more effective in not so long time.
Here I present some tips for recruiters to find the right candidate for the position they want:
1. candidate for Resumes
Regularly candidates tend to overstate the level of experience they have and sometimes the recruiter does not investigate in depth the whole file. As a business owner this can cause you headaches in the future. So keep in mind that sometimes less is more. Immediately discard candidates that adorn your resume with details like flowers or fretwork as this only serves to distract from the content and if you wonder what would be the ideal CV could tell you is the one who brings the following points:
- Personal profile complete
- Personal objectives.
- Career goals.
- specific work experience to the required position (no matter that put us who worked in a pizzeria children).
- Most recent studies and courses inherent to the position applied for (at this point the kindergarten and certificate courses macrame records do not serve).
- personal references and previous work.
2. Profile post
Before you start your search you must take into account the position you want to cover and the skills required. Do not try to find the person that conforms to 100% because you will not find; hires that most closely matches your work and remember that once this is done it will enable it to reach 100% of desired consistency.
3. Effective Questions
One of the most common mistakes is the lack of planning by the recruiter and this is often due to the haste with which we are asked to fill a vacancy. This is not always effective. Make preplanning of the questions do you approach the skills you require, do not forget to make sure the meaning of your skills. For example, for many companies that you take a pencil company is breach of trust and theft and take it as a value thereof and for employee theft or breach of trust is to take money or say or do something to name of the company. So simple we can fail to ask and receive the correct answer.
4. Qualified Recruiter
This is a very important part because many families and SME companies whose main error that the owner must give its approval and even interview any person to hire. I invite you to invest in a companyoutsourcing you advise or do the work for you, but professionally.
5. Tools
Not enough to take a look at a candidate or who come recommended by the cousin of a friend, go to the tools that the market offers for competency assessment according to your needs, rely on psychometric tests, practical tests, assessment , etc. And do not forget that it is important that the candidate meet with his direct boss as it will be with him who has the working relationship. Nope !, do not let the responsibility for hiring him and you’d be falling the previous error.Something you should consider are both professional and personal references as it will give a wider range of the candidate’s personality and how people see optics.
6. Negotiation
This part is essential because many recruiters feel owners of the company and think they are doing you a favor by hiring you and are a big mistake because the success they hire the best element is to give its place as a piece that will of the performance of the company and therefore the results. Contract because I agree with the benefits package and you hire me because I cover the search profile according to the required skills. Do not forget to make it clear in the interview what you offer Nobody likes unpleasant surprises, and so on warning no deceit. You never offer something that you will not be able to offer with the thought “on the fly what we are seeing.” If you are clear and you make sure you know to understand, believe me you will thank you.
7. Experience not spare
A common mistake is to tell a candidate “I think this company is small for your experience,” your resume is very good, “but I think these overqualified for the job” or think “if I hire this person I have the risk of stay unemployed. ” Do not do this for any reason: first, there are no small businesses and to be saying this you are automatically disqualifying your own company.
On the other hand, it is a thousand times better if you think the candidate is overqualified, since experience and knowledge you have will be of great value to the company.
As we said earlier, there is no candidate profiles covering 100% but a prepared person will be closer investment so you do to train them will be less.