The foundation of any organization is its employees who synergize their skills and knowledge with the requirements of the company and lead it to success. An efficient hiring process can ensure sustainable growth. But even experts sometimes falter on minor details while hiring which could leads to operational inefficiency and attrition.
Hence, it’s important that best systemic practices are worked into your hiring mechanisms. Here are some key aspects to consider:
Background and reference checks
Perhaps, the most important aspect in the current hiring scenario is background checks. Hiring new employees is not only an untapped opportunity but also a leap of faith as you can only be as sure about an employee’s track record as you have been told. Unfortunately, that is not how you do it as a professional company. Studies indicate that the discrepancy rate in the employment history of employees is now beyond 27 %. Therefore, professional organizations like VVScore Employee Screening Services that have expertise in background tracking and verification are key.
The Need to Screen Out
As most progressive companies these days are figuring out, it’s absolutely imperative that every incumbent meets their specific hiring requirements. Equally important is spotting out dubious tracks. With recruitments going global, companies find it a challenge to built credibility into their hiring processes to make it as impregnable as possible.
Experienced managers can usually sneak a good deal of information about candidates, including educational credentials, employment history and possible gray areas as they interview. They must, however, extend themselves a bit further to check the candidate’s public social media profiles and LinkedIn recommendation for a more reliable perspective.
The Hiring Equation
Most companies assess their workforce needs by evaluating the overall workload and its effect on existing employees. A systemic assessment process not only reveals the need to hire more but can also give hints to better manage the workload by proper scheduling and reviewing the work which may optimize the number of job vacancies. Therefore, relying on only workload analysis for vacancies should be avoided and other parameters should be included in the assessment. Make it more encompassing towards including all key recruitment parameters.
Recruitment Strategy
The recruitment process must start with developing and prioritizing the KRAs (Key Responsibility Areas) for the position and the necessary qualifications, traits, characteristics, and experience sought in a candidate. The next step is to analyze the job description, market trends and individual expertise and experience to assess the incumbent’s cost to the company.
After preliminary steps, decide on a screening process. Telephonic interviewing is a good way to go about it followed by behavior based questioning and discussions. Also, ask for their consent for a background screening to gain relevant information like permanent address for House Rent Allowance – this can be outsourced any of the top address checks services in India. Next, schedule personal interviews for the shortlisted candidates who match the job description and whose salary fits the company’s payout bracket.
Mission Statement
A mission statement is a statement of purpose. It outlines what the recruiting organization does, which customers and markets it serves, and what makes the recruiting company so unique. A mission statement can be utilized to guide and refine all current and proposed recruiting tasks. In case of an existing mission statement, it’s recommended to revisit it at the beginning of the recruitment process.
Remember that mission statements would have little impact unless they are precisely clear and are supported with an unambiguously detailed recruiting strategy equipped with strategic and tactical goals, metrics, and rewards.
