In today’s competitive world, it’s common for businesses to succeed without an HR (Human Resources) team. Whether it’s to save on resources or because the company is small, having an in-house HR team isn’t always a necessity. If your management team is experienced, and demonstrates excellent interpersonal skills, they can manage the hiring process.
However, while your team members might be competent and intelligent, they may not know all the tricks of the HR trade. Your management team might know how to assess someone’s work ethic, but can they engage with candidates on an empathetic level? Can they pick one person out of hundreds of equally qualified individuals? Having an HR team in the office isn’t always necessary, but providing adequate HR training is essential to good business. Read on to discover three recruitment tips your management team will want to hear.
1. Create a Clear and Concise Job Posting
Writing a quality job posting is arguably the most crucial hiring process step. The job posting is the first thing potential employees see and will associate it with your company’s brand. It outlines the position’s requirements, roles, responsibilities, and skills. To attract the most qualified candidates, the posting must include the company’s mandate, a precise job description, and information regarding terms and regulations. The words you use within your post will make a significant impact on who responds.
You’ll want to spend time creating the posting — editing several editions and ensuring everyone in the department sees it — before sending it off. Consider writing a rough draft internally and then hiring a professional writer to put your ideas together. While you may have a solid understanding of what you want in a candidate, you may require a little help when it comes to solidifying the final description.
2. Practice Interview Skills
Conducting interviews isn’t merely bombarding candidates with professional questions; an interview is a conversation. Candidates are there to assess you just as much as you’re considering them. Your goal is to find the right person for the job by asking challenging — yet fair — questions and evaluating their responses. Further to quality answers that convey experience, expertise, and problem-solving skills, you’re watching for body language and how much they’ve researched your company.
You want to see that they did their homework and know a thing or two about your company. But you never want to put anyone on the spot or make them feel inferior if they don’t know the answer to something. Always create a safe and welcoming space. For example, ask if they’d like a glass of water, or if they need a break half-way through.
3. Work With a Recruiter
Your best bet to finding the best person for the job is to work with an outside recruiter. Find a leading employment agency such as IQ PARTNERS that will seamlessly filter through their pool of excellent candidates to find the right person for you. You won’t have to go through the hassle or risk making a mistake.
The next time you hire a new employee, use these tips. You’ll have a perfect addition to your team in no time.