The process of recruitment and selection is one of the most important yet challenging processes in any organization. Finding those who stand out as the best fit for your company is often difficult. Although the corporate world has changed significantly in recent years, most firms still adhere to outdated methods of identifying and selecting candidates.
Below are some creative methods to include in your recruitment process that will help you tremendously in getting the best possible candidates from a large pool of applicants for your company's job listings.
1. Use self-selection to find those who are really interested
<link outdated - home link added>
To better separate the wheat from the chaff, you can add another layer between resume submission and the face-to-face job interview. One option is to invite all eligible candidates to an open group event. For example, out of over 1,000 applicants who were invited, only 300 actually attended. Those who came are genuinely interested in your job offer. It's easy to apply for a job, but often, only those who are truly interested accept the invitation and join the event. This self-selection method helps speed up the screening process. The open group event strategy also allows you to see how candidates interact in groups.
2. Request basic math to separate out thoughtless submissions
<link outdated - home link added>
Require basic math in cover letter submissions. This way, you can determine whether your applicants are paying attention to details and not just mass mailing their cover letters. Viktor Nagornyy, founder of Viktorix, an event planning guide, applied this method when hiring freelancers. He required a solution to the math problem 2*2+2 for every cover letter submission. Those who refused to answer or got it wrong were immediately rejected.
3. Invite candidates to work for a day
Another great tactic for filtering good candidates is to invite a few of them to work for one day. This allows you to observe their working style, interaction with your team, etc. It also gives them a chance to get an idea of your working environment and culture and see whether it's something they desire to pursue further. This is a quick but effective way to find the best potential employees.
4. Require homework
<link outdated - home link added>
A good-looking resume and great interview sometimes don't reveal how a potential recruit will perform once they are working full-time. If you want to know how your candidate will perform, ask them to do some homework. From that unpaid assignment, you will learn who is passionate and who has been seriously thinking about your firm and the job they will need to carry out. You will be able to remove many candidates because some simply will not do the assignment or will give an excuse for why they can't do it.
Homework will also tell you a lot about the candidate's attention to detail, creativity, ability to think critically, and how they communicate an idea.
5. Test integrity and stamina
[IMG]http://vnmanpower.com/upload_images/images/Blog/5ox8mmM%20-%20Imgur.gif[/IMG]
You can test your candidate's integrity by asking them whether you can tell their former employer about things like their capability, etc. If they say they want to keep it quiet because they don't want to bother their employer, this may be a fail. By contrast, if they agree or want to ask to speak to their former employer first to ensure their employer is okay to talk with you, that is a win.
For their stamina, if your candidates can work consistently at a full-time job during the day and then turn up at your office and work there until midnight, you know they have the stamina to work long hours when required.
6. Ask candidates to interview your team members
<link outdated - home link added>
The interview process should involve the candidate selecting you, just as much as you selecting the candidate. When you recruit someone who sincerely wants to work for you, you will see higher productivity and devotion from that person. When a candidate interviews a member of your team on why they should choose to work for your firm, you see the needs and goals of that candidate, and the candidate also better understands if/how you can help them with their goals. If you feel that you can't help the candidate reach their goal, you should move on to the next one.
7. Arrange group interaction
Interactive interviews are a really effective way to see your potential candidates' character, interest level, work knowledge, and communication skills. This also enables you to decide whether they fit into the puzzle.
The interactive interview can be held in different fashions, but the basic feature is inviting select candidates for a group session where you and current workers can engage with them. For example, I Love Rewards Inc., a consulting firm in Wellesley, Mass., and Toronto, used the speed-dating interview to find the best candidates. In a few hours, over 30 employees arranged the two-story office. The first floor was intended for employees mingling with candidates. The second floor was the speed-dating area where the prospects had one-on-one contact with the company's employees for a few minutes. This was perfectly systematic as everyone had a time slot. In just a few minutes with some questions, you could see if the candidates were right for the role and enthusiastic enough to engage in the corporate tasks. For a more creative approach, you can set up various activities that will give you a better idea of each individual's knowledge and passion for the industry and their personality alike.
8. Become a hirer of choice at select colleges
Recruiting fresh graduates is a powerful way to get workers that you can train to fit your needs. Often, younger talent brings much-needed energy and innovation to the workplace. Focus on building a relationship with a specific college that you see has the biggest pool of possible candidates. Engage in activities such as sponsoring events, offering free training, and hosting competitions to approach the right candidates.
9. Focus more on culture fit than skill set
[IMG]http://vnmanpower.com/upload_images/images/Blog/culture-fit.jpg[/IMG]
Focus more on culture fit than skills when evaluating candidates. A worker who is a better cultural fit is more likely to show better performance in your organization. While you can always train staff to help them hone the necessary skills, it is more challenging to find the right cultural fit.
10. Handpick your ideal candidates and show them you want them
[IMG]http://vnmanpower.com/upload_images/images/Blog/employed.jpg[/IMG]
Passive candidates who are already hired and not actively hunting for a job are most likely to be your dream recruits, but you will never attract them unless you let them know how much you want them.
Reaching out in a really personal fashion demonstrates that you are willing to try very hard to get their attention.
Red 5 Studios, Inc., a video game company based in Laguna Hills, California, handpicked up to 100 ideal candidates and got to know them by researching their social media profiles and previous work. Then this company sent a personalized iPod equipped with a warm welcome from the CEO to each one. The result is that up to 90 recipients responded to that invitation, 3 left their jobs to join the company, and many more potential recruits discovered the firm through word-of-mouth buzz produced by the search.
11. Hunt for talent in unlikely places
Local retail stores and restaurants can be such unexpected places. Quicken Loans - America's largest online lender, once sent their employees out to such places to interact with workers and interview those that really stand out. This method helped hire quickly and maintain its corporate culture at the same time. The company can find those with passion, urgency, and willingness to make more effort than expected.
This method is similar to how entertainment companies find future talent singers and actors. They assign their employees to spot talent at school gates, restaurants, streets, or the like instead of just focusing on fixed recruitment periods.
12. Attend events that aren't job fairs
[IMG]http://vnmanpower.com/upload_images/images/Blog/job-fair.jpg[/IMG]
Job fairs are sometimes really effective, but...
They sometimes turn out to be somewhat useless because the best candidates perhaps already have a job. That's why you should try looking for talent at other events that aren't traditionally related to recruitment. For instance, if you need a graphic designer in New York City, you can partake in a graphic design-focused meet-up in the area and look for potential candidates. You will already know they are enthusiastic about what they do, and you will now be able to get a feel for what they are like in person.
13. Shine out with non-traditional media
Instead of a written job description on a job search site, you can utilize a video or podcast to make your company's job hiring stand out. Using non-traditional recruitment media will also be a chance for you to convey things about your company culture to job seekers.
Or you can think outside the box with totally creative job recruitment ads like:
The creative job recruitment ads to inspire you
Source: 26 Surprisingly Creative Methods of Recruitment and Selection for 2015 (Part 1)
From Vietnam, Hanoi
Acknowledge(0)
Amend(0)
25Below are some creative methods to include in your recruitment process that will help you tremendously in getting the best possible candidates from a large pool of applicants for your company's job listings.
1. Use self-selection to find those who are really interested
<link outdated - home link added>
To better separate the wheat from the chaff, you can add another layer between resume submission and the face-to-face job interview. One option is to invite all eligible candidates to an open group event. For example, out of over 1,000 applicants who were invited, only 300 actually attended. Those who came are genuinely interested in your job offer. It's easy to apply for a job, but often, only those who are truly interested accept the invitation and join the event. This self-selection method helps speed up the screening process. The open group event strategy also allows you to see how candidates interact in groups.
2. Request basic math to separate out thoughtless submissions
<link outdated - home link added>
Require basic math in cover letter submissions. This way, you can determine whether your applicants are paying attention to details and not just mass mailing their cover letters. Viktor Nagornyy, founder of Viktorix, an event planning guide, applied this method when hiring freelancers. He required a solution to the math problem 2*2+2 for every cover letter submission. Those who refused to answer or got it wrong were immediately rejected.
3. Invite candidates to work for a day
Another great tactic for filtering good candidates is to invite a few of them to work for one day. This allows you to observe their working style, interaction with your team, etc. It also gives them a chance to get an idea of your working environment and culture and see whether it's something they desire to pursue further. This is a quick but effective way to find the best potential employees.
4. Require homework
<link outdated - home link added>
A good-looking resume and great interview sometimes don't reveal how a potential recruit will perform once they are working full-time. If you want to know how your candidate will perform, ask them to do some homework. From that unpaid assignment, you will learn who is passionate and who has been seriously thinking about your firm and the job they will need to carry out. You will be able to remove many candidates because some simply will not do the assignment or will give an excuse for why they can't do it.
Homework will also tell you a lot about the candidate's attention to detail, creativity, ability to think critically, and how they communicate an idea.
5. Test integrity and stamina
[IMG]http://vnmanpower.com/upload_images/images/Blog/5ox8mmM%20-%20Imgur.gif[/IMG]
You can test your candidate's integrity by asking them whether you can tell their former employer about things like their capability, etc. If they say they want to keep it quiet because they don't want to bother their employer, this may be a fail. By contrast, if they agree or want to ask to speak to their former employer first to ensure their employer is okay to talk with you, that is a win.
For their stamina, if your candidates can work consistently at a full-time job during the day and then turn up at your office and work there until midnight, you know they have the stamina to work long hours when required.
6. Ask candidates to interview your team members
<link outdated - home link added>
The interview process should involve the candidate selecting you, just as much as you selecting the candidate. When you recruit someone who sincerely wants to work for you, you will see higher productivity and devotion from that person. When a candidate interviews a member of your team on why they should choose to work for your firm, you see the needs and goals of that candidate, and the candidate also better understands if/how you can help them with their goals. If you feel that you can't help the candidate reach their goal, you should move on to the next one.
7. Arrange group interaction
Interactive interviews are a really effective way to see your potential candidates' character, interest level, work knowledge, and communication skills. This also enables you to decide whether they fit into the puzzle.
The interactive interview can be held in different fashions, but the basic feature is inviting select candidates for a group session where you and current workers can engage with them. For example, I Love Rewards Inc., a consulting firm in Wellesley, Mass., and Toronto, used the speed-dating interview to find the best candidates. In a few hours, over 30 employees arranged the two-story office. The first floor was intended for employees mingling with candidates. The second floor was the speed-dating area where the prospects had one-on-one contact with the company's employees for a few minutes. This was perfectly systematic as everyone had a time slot. In just a few minutes with some questions, you could see if the candidates were right for the role and enthusiastic enough to engage in the corporate tasks. For a more creative approach, you can set up various activities that will give you a better idea of each individual's knowledge and passion for the industry and their personality alike.
8. Become a hirer of choice at select colleges
Recruiting fresh graduates is a powerful way to get workers that you can train to fit your needs. Often, younger talent brings much-needed energy and innovation to the workplace. Focus on building a relationship with a specific college that you see has the biggest pool of possible candidates. Engage in activities such as sponsoring events, offering free training, and hosting competitions to approach the right candidates.
9. Focus more on culture fit than skill set
[IMG]http://vnmanpower.com/upload_images/images/Blog/culture-fit.jpg[/IMG]
Focus more on culture fit than skills when evaluating candidates. A worker who is a better cultural fit is more likely to show better performance in your organization. While you can always train staff to help them hone the necessary skills, it is more challenging to find the right cultural fit.
10. Handpick your ideal candidates and show them you want them
[IMG]http://vnmanpower.com/upload_images/images/Blog/employed.jpg[/IMG]
Passive candidates who are already hired and not actively hunting for a job are most likely to be your dream recruits, but you will never attract them unless you let them know how much you want them.
Reaching out in a really personal fashion demonstrates that you are willing to try very hard to get their attention.
Red 5 Studios, Inc., a video game company based in Laguna Hills, California, handpicked up to 100 ideal candidates and got to know them by researching their social media profiles and previous work. Then this company sent a personalized iPod equipped with a warm welcome from the CEO to each one. The result is that up to 90 recipients responded to that invitation, 3 left their jobs to join the company, and many more potential recruits discovered the firm through word-of-mouth buzz produced by the search.
11. Hunt for talent in unlikely places
Local retail stores and restaurants can be such unexpected places. Quicken Loans - America's largest online lender, once sent their employees out to such places to interact with workers and interview those that really stand out. This method helped hire quickly and maintain its corporate culture at the same time. The company can find those with passion, urgency, and willingness to make more effort than expected.
This method is similar to how entertainment companies find future talent singers and actors. They assign their employees to spot talent at school gates, restaurants, streets, or the like instead of just focusing on fixed recruitment periods.
12. Attend events that aren't job fairs
[IMG]http://vnmanpower.com/upload_images/images/Blog/job-fair.jpg[/IMG]
Job fairs are sometimes really effective, but...
They sometimes turn out to be somewhat useless because the best candidates perhaps already have a job. That's why you should try looking for talent at other events that aren't traditionally related to recruitment. For instance, if you need a graphic designer in New York City, you can partake in a graphic design-focused meet-up in the area and look for potential candidates. You will already know they are enthusiastic about what they do, and you will now be able to get a feel for what they are like in person.
13. Shine out with non-traditional media
Instead of a written job description on a job search site, you can utilize a video or podcast to make your company's job hiring stand out. Using non-traditional recruitment media will also be a chance for you to convey things about your company culture to job seekers.
Or you can think outside the box with totally creative job recruitment ads like:
The creative job recruitment ads to inspire you
Source: 26 Surprisingly Creative Methods of Recruitment and Selection for 2015 (Part 1)
From Vietnam, Hanoi
Acknowledge(0)Amend(0)
14. Advertise in Places That Your Ideal Candidates Visit Often
You should focus your recruiting process in ways and places fitting with your dream hires. A recruitment ad placed by Google in the San Francisco area to attract math-savvy candidates is a good example. A cost-efficient suggestion is to buy keywords that you think prospects may be searching for online. For example, Rapleaf, a US-based marketing data and software company, always looks for people interested in Hadoop—an open-source software framework supporting applications that run across multiple, distributed computers. That’s why they buy ads that will appear when people search for keywords related to Hadoop.
Online communities are another great place to target your recruiting process at a particular demographic. For instance, if you are in need of a developer, try searching terms like ‘developer forum’; you will find many places just for developers where you can publicize that you are hiring.
15. Consider Past Candidates
Former rejections can make great recruits now. In the past, you may have rejected a good candidate for certain reasons—maybe their wage requirements were too high, or they weren’t ideal for that position. Whatever the reason was, if you think they would suit this current position, it won’t hurt to get in touch with them and see if they are interested.
[img]http://vnmanpower.com/upload_images/images/Blog/b89e9a71001aefb3ecf3b50bf3bc49e1.jpg[/img]
16. Make Sure Your Employees Like the Candidate
For any new candidate, most of the staff will meet them, and they will be hired if everyone likes them, or at least the people they will work with in a team like them. This is how you can get motivated people who enjoy spending time with the team. Indeed, keeping the whole team happy is seriously a mantra for recruitment and productivity. Make sure your employees are happy. If they are happy, they will make your company profitable.
You may be also interested in:
Creating a Happy Corporate Culture Isn’t That Difficult
Work Productivity Management Tips: How Is the Weather Today?
17. Host a Contest
You can improve the hiring process by holding a contest to make your candidates fight for the post. For example, when recruiting college talent that would represent their favorite brands on campus, Staci Hausch at UQ Marketing asked students to partake in a YouTube contest to demonstrate why they love the brand and why they should be the best candidate.
18. Don’t Hire Skilled People and Motivate Them
Simon Sinek, in his book ‘Start with Why: How Great Leaders Inspire Everyone to Take Action,’ stated, “Great companies don’t hire skilled people and motivate them; they hire already motivated people and inspire them. People are either motivated or they are not. Unless you give motivated people something to believe in, something bigger than their job to work toward, they will motivate themselves to find a new job, and you’ll be stuck with whoever’s left.”
[img]http://vnmanpower.com/upload_images/images/Blog/start-with-why.jpg[/img]
19. Find the Best People First, Train Later
Always look for and be open to hiring the right people, not just when you have a vacancy to fill. Hiring only on occasion means you often get the best of a bad slot. Also, hire based on values and abilities, and train for skills. While skills can be learned quite easily, it’s the key values and abilities of the candidate that ensure fit with the corporate culture and work performance.
Related reading:
Recruitment Based on Personality Is Gradually Becoming a New Trend?
20. Target Hiring Ads to Your Top Fans
[img]http://vnmanpower.com/upload_images/images/Blog/yes.gif[/img]
The best people to recruit are those that have already shown a liking toward your brand. For example, Jayson Gaignard from TicketsCanada.com—a ticket reseller for music, sporting, and cultural events—just serves up ads to those who frequently ‘liked’ the site’s events on its Facebook page. That filtering option ensures that ads will just appear for true fans of TicketsCanada.com, thereby weeding out the unnecessary volume of applicants often plaguing the online talent scouting process.
21. Rewrite the Dated Job Listing
Too many times, recruiters pull out a set of job specs for a position that they have used for long. Take the time to understand what is required for the post, what is already outdated, and not accurate.
22. State What You Don’t Want
[img]http://vnmanpower.com/upload_images/images/Blog/no.gif[/img]
A job ad has two particular goals: to attract ideal candidates and to deter those unsuitable. The success of a recruitment ad is associated with how many ideal candidates you attract, not with the total number of applications you receive. If you draw a large number of candidates, you have written a poor ad. Make sure not to obscure essential details; otherwise, you are more likely to attract unsuitable ones. Just include statements like ‘only apply if…’. Remember that it costs you money whenever you receive an application from someone that lacks the background knowledge and experience you want.
You may not want to miss it:
How to Have an Efficient and a Cost-Saving Recruitment Solution?
23. Contribute Values to Social Networks
Add values and be part of the community, then your efforts will pay off. The talent will look for you because of the job advice and the like you provide in forums and other social networks.
24. Take Phone Calls Instead of Resumes
Don’t ask for written applications or resumes. This is one big cause of staff selection errors. You will be influenced by the quality and professionalism of the written application or resume. Those things aren’t necessarily a reflection of your candidate’s capability and attitude because some may hire a person to write their resume as best or cook something nice to their resume. Considering resumes, your decision will be more related to what candidates have done for other companies in the past than to what they will do for you in the future. That’s why you are suggested to ask candidates to call you instead of sending a resume.
Employees may lie in the resume! If you ask candidates to call you, you can know more exactly about their capability, attitude, and communication skills and save your interview time.
You may also like:
The Obvious Lies in the Resume, What Are Recruiters Going to Do?
25. Probe Candidates and Find Out What They Want
One of the biggest mistakes hirers make when trying to place candidate prospects is that they don’t ask to see what the candidate wants. The recruiter just tells the candidate what they want and tries to place him based on their false assumptions. To get what your candidate wants, ask him, “What is your dream job?” This is one of the key questions at interviews. Also, you can probe deeper by using psychometric questionnaires to get a better understanding of the candidate’s motivations and preferences. Accompanied by a follow-up interview, this helps ensure a correct fit between the candidate and your organization.
Psychometric tests are applied by employers to assess a candidate’s aptitude and personality.
26. Ask the Candidate to Reflect on Their Past
Ask questions to understand a candidate’s thought process about when they have made shifts in their career. For example, “How did you go about moving from this job to that job? What was going through your mind?” This line of questioning unveils a lot. If they aren’t comfortable discussing a previous job, perhaps because they were dismissed, you will see the flight/fight response with awkward pauses. Ultimately, what you learn from the career reflection is the degree of proactive thinking that your candidate utilizes when it comes to career management.
When asking a question, make sure it addresses three distinct criteria:
• Be related to things that have already been established in the discussion.
• Invoke a certain degree of creativity on the interviewee’s part.
• Demand that the interviews be reflective so as to answer.
Examples of good reflective questions:
• When you chose to leave the job you had after university, how was the job different from what they told you it would be during the interview process?
• After you accepted a project, were there more times that you felt under-utilized, or would you say it was maybe at times over-demanding?
What is your most creative tip?
Those may be great methods of recruitment and selection, but I am sure you have some tips of your own to share. Don’t hesitate to share creative recruiting tips that you are carrying this year and will carry into the new year.
Source: career advice blog
From Vietnam, Hanoi
Acknowledge(1)Amend(0)
You should focus your recruiting process in ways and places fitting with your dream hires. A recruitment ad placed by Google in the San Francisco area to attract math-savvy candidates is a good example. A cost-efficient suggestion is to buy keywords that you think prospects may be searching for online. For example, Rapleaf, a US-based marketing data and software company, always looks for people interested in Hadoop—an open-source software framework supporting applications that run across multiple, distributed computers. That’s why they buy ads that will appear when people search for keywords related to Hadoop.
Online communities are another great place to target your recruiting process at a particular demographic. For instance, if you are in need of a developer, try searching terms like ‘developer forum’; you will find many places just for developers where you can publicize that you are hiring.
15. Consider Past Candidates
Former rejections can make great recruits now. In the past, you may have rejected a good candidate for certain reasons—maybe their wage requirements were too high, or they weren’t ideal for that position. Whatever the reason was, if you think they would suit this current position, it won’t hurt to get in touch with them and see if they are interested.
[img]http://vnmanpower.com/upload_images/images/Blog/b89e9a71001aefb3ecf3b50bf3bc49e1.jpg[/img]
16. Make Sure Your Employees Like the Candidate
For any new candidate, most of the staff will meet them, and they will be hired if everyone likes them, or at least the people they will work with in a team like them. This is how you can get motivated people who enjoy spending time with the team. Indeed, keeping the whole team happy is seriously a mantra for recruitment and productivity. Make sure your employees are happy. If they are happy, they will make your company profitable.
You may be also interested in:
Creating a Happy Corporate Culture Isn’t That Difficult
Work Productivity Management Tips: How Is the Weather Today?
17. Host a Contest
You can improve the hiring process by holding a contest to make your candidates fight for the post. For example, when recruiting college talent that would represent their favorite brands on campus, Staci Hausch at UQ Marketing asked students to partake in a YouTube contest to demonstrate why they love the brand and why they should be the best candidate.
18. Don’t Hire Skilled People and Motivate Them
Simon Sinek, in his book ‘Start with Why: How Great Leaders Inspire Everyone to Take Action,’ stated, “Great companies don’t hire skilled people and motivate them; they hire already motivated people and inspire them. People are either motivated or they are not. Unless you give motivated people something to believe in, something bigger than their job to work toward, they will motivate themselves to find a new job, and you’ll be stuck with whoever’s left.”
[img]http://vnmanpower.com/upload_images/images/Blog/start-with-why.jpg[/img]
19. Find the Best People First, Train Later
Always look for and be open to hiring the right people, not just when you have a vacancy to fill. Hiring only on occasion means you often get the best of a bad slot. Also, hire based on values and abilities, and train for skills. While skills can be learned quite easily, it’s the key values and abilities of the candidate that ensure fit with the corporate culture and work performance.
Related reading:
Recruitment Based on Personality Is Gradually Becoming a New Trend?
20. Target Hiring Ads to Your Top Fans
[img]http://vnmanpower.com/upload_images/images/Blog/yes.gif[/img]
The best people to recruit are those that have already shown a liking toward your brand. For example, Jayson Gaignard from TicketsCanada.com—a ticket reseller for music, sporting, and cultural events—just serves up ads to those who frequently ‘liked’ the site’s events on its Facebook page. That filtering option ensures that ads will just appear for true fans of TicketsCanada.com, thereby weeding out the unnecessary volume of applicants often plaguing the online talent scouting process.
21. Rewrite the Dated Job Listing
Too many times, recruiters pull out a set of job specs for a position that they have used for long. Take the time to understand what is required for the post, what is already outdated, and not accurate.
22. State What You Don’t Want
[img]http://vnmanpower.com/upload_images/images/Blog/no.gif[/img]
A job ad has two particular goals: to attract ideal candidates and to deter those unsuitable. The success of a recruitment ad is associated with how many ideal candidates you attract, not with the total number of applications you receive. If you draw a large number of candidates, you have written a poor ad. Make sure not to obscure essential details; otherwise, you are more likely to attract unsuitable ones. Just include statements like ‘only apply if…’. Remember that it costs you money whenever you receive an application from someone that lacks the background knowledge and experience you want.
You may not want to miss it:
How to Have an Efficient and a Cost-Saving Recruitment Solution?
23. Contribute Values to Social Networks
Add values and be part of the community, then your efforts will pay off. The talent will look for you because of the job advice and the like you provide in forums and other social networks.
24. Take Phone Calls Instead of Resumes
Don’t ask for written applications or resumes. This is one big cause of staff selection errors. You will be influenced by the quality and professionalism of the written application or resume. Those things aren’t necessarily a reflection of your candidate’s capability and attitude because some may hire a person to write their resume as best or cook something nice to their resume. Considering resumes, your decision will be more related to what candidates have done for other companies in the past than to what they will do for you in the future. That’s why you are suggested to ask candidates to call you instead of sending a resume.
Employees may lie in the resume! If you ask candidates to call you, you can know more exactly about their capability, attitude, and communication skills and save your interview time.
You may also like:
The Obvious Lies in the Resume, What Are Recruiters Going to Do?
25. Probe Candidates and Find Out What They Want
One of the biggest mistakes hirers make when trying to place candidate prospects is that they don’t ask to see what the candidate wants. The recruiter just tells the candidate what they want and tries to place him based on their false assumptions. To get what your candidate wants, ask him, “What is your dream job?” This is one of the key questions at interviews. Also, you can probe deeper by using psychometric questionnaires to get a better understanding of the candidate’s motivations and preferences. Accompanied by a follow-up interview, this helps ensure a correct fit between the candidate and your organization.
Psychometric tests are applied by employers to assess a candidate’s aptitude and personality.
26. Ask the Candidate to Reflect on Their Past
Ask questions to understand a candidate’s thought process about when they have made shifts in their career. For example, “How did you go about moving from this job to that job? What was going through your mind?” This line of questioning unveils a lot. If they aren’t comfortable discussing a previous job, perhaps because they were dismissed, you will see the flight/fight response with awkward pauses. Ultimately, what you learn from the career reflection is the degree of proactive thinking that your candidate utilizes when it comes to career management.
When asking a question, make sure it addresses three distinct criteria:
• Be related to things that have already been established in the discussion.
• Invoke a certain degree of creativity on the interviewee’s part.
• Demand that the interviews be reflective so as to answer.
Examples of good reflective questions:
• When you chose to leave the job you had after university, how was the job different from what they told you it would be during the interview process?
• After you accepted a project, were there more times that you felt under-utilized, or would you say it was maybe at times over-demanding?
What is your most creative tip?
Those may be great methods of recruitment and selection, but I am sure you have some tips of your own to share. Don’t hesitate to share creative recruiting tips that you are carrying this year and will carry into the new year.
Source: career advice blog
From Vietnam, Hanoi
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HRM recruitment and selection FINAL.doc
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