How to improve Recruitment Quality

How to improve Recruitment Quality

·       Write a job description which gives a realistic preview of the work, and list down the key performance expectations. This gives candidates clarity and attracts those who are seeking this type of role as their next play

·       For broadcasting this job description choose the right medium – one which is frequently visited by candidates that match this type of role

·       Conduct a screening call to find-out whether the candidate has experience in the skills which are mandatory (3 to 5 must-have skills) for performing the role. During this call ascertain whether the compensation expectation matches the offered range

·       For interviewing of shortlisted candidates:

-  Ask detailed questions from the candidate’s recent projects to assess their performance on these mandatory skills. Rate how the candidate’s work and performance matches the job to be filled

-  Pick a ‘challenge’ which the candidate is likely to face in this new role - overcoming which will be critical for successful performance in this job. Ask the candidate to detail a situation in their current job when he/ she faced the same ‘challenge’, what specific actions the candidate took to overcome the challenge, and what was the outcome.

-  Pick 2 to 3 soft attributes required for the role. Ask scenario based questions (what-ifs) about situations needing proper utilization of these attributes. Listen to the candidate’s response and likely actions to be taken. Probe further in case of indistinct/ book-ish answers.

·       When the candidate is answering your questions, listen to the verbal tone and read her/ his facial expression to qualitatively ascertain soft traits such as: motivation, attitude, work ethic, learning ability, team adaptability etc.