the following tips to improve the hiring process.
Remember the Golden Rule: Treat every candidate the way you'd like to be treated.
Work with hiring managers to create detailed job descriptions that accurately detail the qualifications needed for an open position.
Make sure you understand the technical qualifications necessary for an open position. If you don't, consider a dual hiring process in which a technical employee screens candidates for technical competencies and HR screens for soft skills and cultural fit.
Don't rely solely on resumes. Consider using online screening tools and/or job assessments such as The Profile Assessment, which bases job-match patterns of a candidate on the patterns of those who've performed successfully in similar jobs.
Coordinate the hiring process and communicate often with internal managers.
Train and empower managers to conduct their own interviews, thus decreasing their reliance on already overworked HR staffs.
Pay employees for candidate referrals that lead to job offers. Employees typically don't refer people who wouldn't be good fits for the company.
Communicate honestly with candidates about the corporate culture. Don't say you have a collegial management style if employees are, in reality, treated like new recruits at boot camp.
Work to become a respected strategic partner whom hiring managers trust and rely on.
It bears repeating: Treat others the way you expect to be treated.
From India, Delhi
113Remember the Golden Rule: Treat every candidate the way you'd like to be treated.
Work with hiring managers to create detailed job descriptions that accurately detail the qualifications needed for an open position.
Make sure you understand the technical qualifications necessary for an open position. If you don't, consider a dual hiring process in which a technical employee screens candidates for technical competencies and HR screens for soft skills and cultural fit.
Don't rely solely on resumes. Consider using online screening tools and/or job assessments such as The Profile Assessment, which bases job-match patterns of a candidate on the patterns of those who've performed successfully in similar jobs.
Coordinate the hiring process and communicate often with internal managers.
Train and empower managers to conduct their own interviews, thus decreasing their reliance on already overworked HR staffs.
Pay employees for candidate referrals that lead to job offers. Employees typically don't refer people who wouldn't be good fits for the company.
Communicate honestly with candidates about the corporate culture. Don't say you have a collegial management style if employees are, in reality, treated like new recruits at boot camp.
Work to become a respected strategic partner whom hiring managers trust and rely on.
It bears repeating: Treat others the way you expect to be treated.
From India, Delhi
even i saw your post late, the information is not old, good thank u for posting.
Archana, i am doing my MBA in HR, i am intersted in doing my project in HR Outsoucing firm, can u suggest topic for me, i am intersted do do my project in MAFOI Consultancy, but i dont have any contacts there.
please suggest me, i will wait for ur reply.
thank u.
From India, Bangalore
Archana, i am doing my MBA in HR, i am intersted in doing my project in HR Outsoucing firm, can u suggest topic for me, i am intersted do do my project in MAFOI Consultancy, but i dont have any contacts there.
please suggest me, i will wait for ur reply.
thank u.
From India, Bangalore
Hi archana,
Rules will always be bitter; but sweet and realistic rules can be adopted.
Some extent of decentralisation and delegation of authority to middle level managers in the recruitment process will help to decrease the work load of HR professional.
Agree or not?. Do reply.
Mangai
From India, Chennai
Rules will always be bitter; but sweet and realistic rules can be adopted.
Some extent of decentralisation and delegation of authority to middle level managers in the recruitment process will help to decrease the work load of HR professional.
Agree or not?. Do reply.
Mangai
From India, Chennai
Hi Archana,
thanks for the information provided for good hiring... I also have few clarifications needed from Srs like you. As I am from non-technical background, I have to depend on the results given by the IT dept (we have one person leading the IT and he takes the technical interviews). Even I will be present in the interview process and sometimes I feel that this IT guy is always giving negative feedback on really good candidates (to avoid competetion for him as both of them have to work in the same department and as peers). My doubt is as if any candidate is selected, he will be peer to the guy who have taken interview for him. Is this the correct procedure?? I proposed to our management that a candidate with same level can not take the interview instead, another person who is Senior should be involved in the process. I also proposed that as we do nto have any seniors in our office, we can request some other seniors working in other good company to undertake this process (as we know many of such candidates ) The management said that as this person is involved in our project, he will be the right person to conduct the interview.
What do you say?? Is our management correct in this process or my thinking is correct?? Please suggest..
Sirisha Reddy
From India, Bangalore
thanks for the information provided for good hiring... I also have few clarifications needed from Srs like you. As I am from non-technical background, I have to depend on the results given by the IT dept (we have one person leading the IT and he takes the technical interviews). Even I will be present in the interview process and sometimes I feel that this IT guy is always giving negative feedback on really good candidates (to avoid competetion for him as both of them have to work in the same department and as peers). My doubt is as if any candidate is selected, he will be peer to the guy who have taken interview for him. Is this the correct procedure?? I proposed to our management that a candidate with same level can not take the interview instead, another person who is Senior should be involved in the process. I also proposed that as we do nto have any seniors in our office, we can request some other seniors working in other good company to undertake this process (as we know many of such candidates ) The management said that as this person is involved in our project, he will be the right person to conduct the interview.
What do you say?? Is our management correct in this process or my thinking is correct?? Please suggest..
Sirisha Reddy
From India, Bangalore
:idea: Respected madam,
I would hereby like to appreciate your real zeal & inclination towards structured dissemination & refinement of knowledge.
My heartfelt thanks are reserved for your efforts directed in this regard.
"Earning is for hightime;but learning is for lifetime".
Wishing you all the best in all your future endeavors....!
Regards,
Ashok Kumar C.V.
From India, Bangalore
I would hereby like to appreciate your real zeal & inclination towards structured dissemination & refinement of knowledge.
My heartfelt thanks are reserved for your efforts directed in this regard.
"Earning is for hightime;but learning is for lifetime".
Wishing you all the best in all your future endeavors....!
Regards,
Ashok Kumar C.V.
From India, Bangalore
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