- What are you looking for in a new recruit?
- Finding quality recruits quickly
- What are the dangers of recruiting in a rush?
- Creative recruitment strategies that will work for you
- How do you know your recruitment sources are reliable?
- Finding new quality recruits quickly - Conclusion
What are you looking for in a new recruit?
Employers typically seek candidates who have the required qualifications, skills, and experience for the position, as well as a good fit with the company culture and values.A positive attitude, strong communication skills, and the ability to work well in a team are also highly valued.
With the unemployment rate, the way it is currently this shouldn't be a difficult task.
Easier said than done when it is needed in a hurry and the right candidate must still be sourced.
The question is how can you confidently contact and set up interviews with the right quality candidates on such short notice?
According to 2017 studies, the average expected labor turnover (Period of engagement with one company) has gone from an average of 4 Years to 7 Years.
It is proven that the main cause of this increase is job scarcity and a reduction in reliable employers out there.
Most experienced managers will know exactly where to find new recruits because they have developed creative recruitment strategies that work for them:
If people build up a fair service record with your company you must know that you obtained them from the right source and that your recruitment strategies are working.
If people don't stick around for long you must seriously review your employee recruitment strategy and confirm that the problem is laying outside the organization.
Having a high turnover can only mean one of two things - Something is seriously wrong inside the organization or you are recruiting the wrong people for the job.
Make sure your recruitment process is working then built up selective but reliable sources for your recruitment needs. Have a good talent acquisition policy in place.
Furthermore, in many industries, the ability to adapt to new technologies and learn quickly on the job is becoming increasingly important.
Additional characteristics that employers may look for in a new hire include:
Many employers also look for candidates with a strong work ethic, a positive attitude, and a desire to learn and grow within the company.
It's important to note that job requirements vary depending on the company, position, and industry.
Additional characteristics that employers may look for in a new hire include:
- Strong problem-solving abilities and the ability to think critically are required.
- Attention to detail and the ability to produce high-quality work are required.
- Strong time management abilities and the ability to meet deadlines are required.
- Strong organizational skills and the ability to manage multiple tasks at the same time are required.
- Strong leadership and decision-making abilities, particularly for management positions
- Strong customer service skills, particularly for positions requiring direct contact with customers or clients.
- Strong technical skills, depending on the industry or position. Flexibility and adaptability to deal with workplace changes.
Many employers also look for candidates with a strong work ethic, a positive attitude, and a desire to learn and grow within the company.
It's important to note that job requirements vary depending on the company, position, and industry.
Finding quality recruits quickly
Recruitment and selection of new employees can be a tough task for any recruiter especially if it is an opening that needs filling quickly.With the unemployment rate, the way it is currently this shouldn't be a difficult task.
Easier said than done when it is needed in a hurry and the right candidate must still be sourced.
The question is how can you confidently contact and set up interviews with the right quality candidates on such short notice?
According to 2017 studies, the average expected labor turnover (Period of engagement with one company) has gone from an average of 4 Years to 7 Years.
It is proven that the main cause of this increase is job scarcity and a reduction in reliable employers out there.
What are the dangers of recruiting in a rush?
Rushing your recruitment process never turns out well in the end for one or both of the parties involved.
Either you will realize too late that you have recruited the wrong person for the position and your process can turn out costly or you will have an unhappy employee who cannot be productive and therefore not contribute to the company goals.
If you use this kind of rush appointment your labor turnover will increase and we all know that this is a productivity killer.
It also affects the motivation and creativity of the rest of the team.
Either you will realize too late that you have recruited the wrong person for the position and your process can turn out costly or you will have an unhappy employee who cannot be productive and therefore not contribute to the company goals.
If you use this kind of rush appointment your labor turnover will increase and we all know that this is a productivity killer.
It also affects the motivation and creativity of the rest of the team.
Creative recruitment strategies that will work for you?
For a recruiting officer to come up with the right candidate quickly can be an easy task if you keep your finger on the pulse of the job market out there.
Most experienced managers will know exactly where to find new recruits because they have developed creative recruitment strategies that work for them:
- They have a labor supplier contracted to the company who supplies as requested and supplies essential recruitment advice
- They have built up a database for the company's future reference
- Recruiting internally - For some "Better the devil you know"
- Headhunting from the opposition can also be beneficial if you know their business well enough
- High-end business forums and social media platforms where the focus is more on business than social
- Follow well-known and popular recruitment articles online to make sure you are up to date with new developments in employee acquisition techniques
- Knowing which sources to trust come with experience and time. Only your history will tell where you achieved the most success in the past.
How do you know your recruitment sources are reliable?
The answer is to look at your labor turnover rate which will tell you if your recruitment is successful.If people build up a fair service record with your company you must know that you obtained them from the right source and that your recruitment strategies are working.
If people don't stick around for long you must seriously review your employee recruitment strategy and confirm that the problem is laying outside the organization.
Having a high turnover can only mean one of two things - Something is seriously wrong inside the organization or you are recruiting the wrong people for the job.
Finding new quality recruits quickly - Conclusion
It is not that hard to find the right person for your team if you focus on your recruitment strategy. With time a well-developed recruitment strategy can be implemented over and over with great success.Make sure your recruitment process is working then built up selective but reliable sources for your recruitment needs. Have a good talent acquisition policy in place.
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