7 Recruitment Strategies for Getting the Best human resources

It is not difficult to recruit new employees, but this also cannot be considered an easy job. Recruiting the right employees is a pretty challenging job. Because this process will not only take a long time. With the presence of Parker Bridge, you don’t need to bother to recruit the right employees, Parkerbridge offers the best quality, customized recruitment solutions throughout the service. For more information about Parkerbridge, you can visit https://www.parkerbridge.co.th

Some steps must be taken before and when this process occurs. Look at the 7 recruitment strategies to get the best HR below.

Job information analysis

The first tip before you recruit a new employee is to define the work the employee will do. By analyzing in advance, you can formulate tasks, responsibilities, expertise, results in the work environment. This information is very important for developing job descriptions for new employees. The job description can help you in planning the right employee recruitment strategy.

Create a new employee recruitment strategy

After the job description is formulated, conduct a meeting with an employee who wants to recruit new employees. In this process, employee recruitment strategies are planned and implemented. You can also make a list or checklist for the later recruitment process. Please note, in addition to staff who want to recruit, managers must also be involved in this important meeting. This process can also be done via email if the recruitment team has worked together before.

Get along well with potential candidates

You can start a good relationship with potential candidates long before your company recruits them. This will help you choose the best candidates. The more potential candidates, then you can allocate potential candidates in other positions.

Check your CV and read your cover letter carefully

A good job application letter and CV are those that fit the job description criteria you describe. See if the application letter and CV of applicants are following the criteria you wrote down. Choose the candidate who best meets these requirements. Separate applications that do not meet the qualifications and further analysis of applications that meet the requirements. This process might take a little longer so take your time to choose the most appropriate.

Do a screening interview

Sometimes, some candidates have a cover letter and a good job history list. But when interviewed, it turned out that the job was not suitable for the candidate. So, screening interviews are very important. Through screening interviews, you can also determine whether their salaries match the work you offer.

Make the right questions

Interviews are one of the most important factors in recruiting new employees. So, try to ask the right questions. The basic questions in the interview process can help you separate which candidates you want. Many basic questions must be asked of candidates. Some of them are as follows:

  • Can you tell me about yourself?
  • Why should we hire you?
  • What are your strengths and weaknesses?
  • Have you ever been involved in a conflict at an old job? And how do you react?
  • How do you see your career for the next 5 years?
  • Why did you quit (resign) from your old job?
  • Have questions that you want to ask?

Check their background and ask for references

The next step is to check the background of the candidate. You must ensure that all statements written or mentioned are true. If necessary, also contact your previous supervisor: ask about the candidate’s performance and character.

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