Talent Acquisition – one of the key functionalities of Human Resources which is having a major stake in the progress of the company. When it comes to People Management, organizations which have the most talented, knowledgeable and skilled personnel associated with right positions are going to be the most benefitted.
“Right Talent in Right Position at Right Time is the main objective of Talent Acquisition”
While choosing the right talent, the Talent Acquisition Group (TAG) members should be utterly careful. During the Talent Acquisition Process, while getting from one step to the next one there are several minute things we need to take care which can impact the candidate’s decision.
Let’s see, 5 major aspects where focus is needed:
Preparing JD: Often we see the job posting in different social media platforms stating there is an open position, “X years of experience is needed, X-skills are needed. Interested people can apply”. With this half baked information, how can the job seeker take a right decision to apply for the job? These incomplete details can make you source a large profile pool, but you may not find a great percentage of suitable profiles among them. Obviously, you have to put more efforts than needed, which is going to increase the Recruitment Cycle Time. This way, a recruiter’s career can never be elevated.
Understanding the market situations: When a recruiter gets a job requirement in hands, the immediate action is to jump into the Job Portal, type the key words and searching for profiles. This is a common practice. Out of the suitable profiles found, only 10 – 20% may be suitable, and in that also we don’t find the right fit for the position in the hands, as they may not be ready to job change or they may not set for the required / essential criteria. If these kinds of Conventional methods you are still following, definitely you are not going to get the success. Because these methods are no more effective. To get the right fit, a recruiter needs to understand market situation. Depending on the essential skills of the requirement, recruiter needs to do a right kind of research on the market, whether the skills are available in abundance or they are in scarce situation. Without proper understanding, if the recruitment process is started, result may be achieved, but it will take much longer time than expected and the recruiter cannot be a game changer.
Communication: Communication is to convey the right information in an easy and understandable way to the other person. As recruitment involves a lot of human interaction, the recruiter needs to communicate effectively about the position to the job seeker. While communicating, every care needs to be taken to attract the candidate towards the job, and the final objective is to convince the candidate so to fill the requirement with right fit at the right time. Remember, it’s not about the language, it’s about expression. Effective communication skills are one of the essential skill needed for a recruiter to reach the prospect candidate, build rapport, check for the suitability by asking the right questions, analyzing the responses, convincing the candidates and then getting a final candidate to join the job.
Attention to detail: In the large pool of sourced profiles, while screening and during different steps of the recruitment process further, we need to read and know many things about the candidate. Here, while reading the profile or may be checking the credentials and other proofs and supportive documents, even if a small thing missed out from attention, there is every chance to get a hiring mistake. Once the submission of the profile happens, then if the mistake was found, again recruiter may have to restart the search and complete the entire process. This extends the recruitment cycle time, which is not a very suggestible process. Every minute detail is to be observed carefully and then only the profile needs to be sent for further proceedings.
Branding: We all know, the recruitment process is to get the right candidate and to convince him/her to join the right position. Every job seeker wishes to join a company which can give him a great work culture which includes optimum compensation structure, better career elevation, learning opportunities, the chance to come up with innovative thoughts and right kind of rewards and recognition. The recruiter is the first person who interacts with the candidate. So, he is the one who represents the company during the recruitment process. Job seeker can know about the company’s products / services and the quality of the product, but he can’t know the internal work culture and other things about the company. It becomes the mere responsibility of a recruiter to build a right kind of branding in the job seekers point of view about the organization. Every information that is being communicated is to be carefully handled with the right orientation of branding. This attracts the candidate, and even if he / she doesn’t join, by this kind of conscious branding, they are going to spread a positive word about the organization in the market. This helps other prospect job seekers to get attracted to join the company.
By focussing more on these aspects, the recruitment process of an organization can become more effective and result oriented.