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Below are the steps involved in managing the recruitment:
It is very important to have a clear understanding as to what your requirements are. Once you get clarity on this, then you are required to follow the below-mentioned steps:
As per the reports, while 72 per cent of hiring personnel inform that they offer clear job descriptions out of which only 36 per cent of candidates agree.
Job descriptions must not be aimed at only collecting resumes or CVs. A job description should work as a mechanism in driving the excitement level of the candidate. Furthermore, recruiters can use sales ammunition through the rest of the staffing procedure.
The next important thing that comes in managing recruitment is creating your talent pipeline. Most often a way of recruiting procedure is through a company’s career portal or posting jobs on different online portals. Since, the market has reached its peak, to reach out to potential talent; various firms have steadfast means to go for referral programs and proactive applicant tracking. As per the latest reports, 31 per cent of hires are proactively sourced and 16 per cent of hires are referred.
The interview procedure depends on one organisation to the other and it also depends on one role to the other. The most generic interview pipeline is mentioned below:
It is very significant to nurture the candidate until the time is right. Considering the current recruiting procedure pattern, the procedure should be flexible and supple, sufficient to acclimate to non-linear proceedings. All-in-all, recruiters in today’s scenario have to be canny and tactical, the captivating benefit of, and cherishing, the relations or associations that they already boast of.
Eradicate the bottlenecks to measure your success. What are you doing to ensure the procedure you are following is successful? Moreover, these days the recruiters are spinning towards numbers and calculations to look for where and how their functioning can be on a much better track.
As per the recent research, 83 per cent of talent talks negatively about the interview experience and changes their mind to join the company. On the other hand, 87 per cent of talent talk positive interview experience can do otherwise. Therefore, never underestimate the power of positive interview experience.
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