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.
