Getting the right talents
Many HR resourcing managers carry the traditional idea that the job-seeker with the “most impressive” résumé (from big companies) and the necessary skill-sets will fit the role, but how many times do you come across a situation where the newcomer resigns after just a few months with the organisation?
Getting the right talent is important, but getting the right “fit” is all the more crucial. Hypothetically it’s tantamount to giving a car the right fuel to run efficiently and on a long-term basis. Staff form the lifeline of an organisation and it is important to get the right type of talent that fits the culture of your company. Similarly, the “best” fuel may not necessary be the best for your car.
Spend time to get the right requirements and understand them
Many HR resourcing managers give the excuse that they do not have the time to understand the requirements or that there are just too many positions or vacancies to fill (a telltale sign that the hiring activities may not be efficient). However, every HR resourcing professional should always know what the ideal candidate for the job is, before drafting the exact job requirements.
Do a checklist of what the ideal candidate should possess, in terms of qualifications, experience, and skill-sets required to do well in the job. More importantly, HR should ask what the chemistry dynamics are like in the destination team. Before briefing the recruiter on all the above, it’s best to understand what type of candidate would work well with the existing team members and the prevailing culture.
Make time and effort to build that special relationship with a recruiter who knows your company’s hiring needs
Many times, many of us go to our friends whenever we need a second opinion on an issue as they seem to know us better in person – our preferences, etc.
HR should similarly approach the task of recruitment as if they are asking a friend for assistance. By building a good relationship and rapport with the recruiter, they will know what type of candidate will fit your company culture. Good relationships forged between both parties will ensure the recruiter goes the extra mile for you – being on permanent lookout for the right talents, building a good candidate database and recommending potential recruits to you, even when you are not hiring!
Usually, the best talents are those that are not on the lookout
The best talents are usually not the ones readily available in the market. Choose the right recruiter with great in-depth industry knowledge and mapping in order to “fish” that talent out and attract them to join your firm.
Recruiters do not just represent the candidate, they also represent your company
When recruiters speak with a potential candidate, not only do they need to know what the requirements for the job are and what your company does, but they also need to present your company the way your company should be represented.
It would be good to hold an informal forum with your recruiters for them to understand your company values, culture, vision, positioning and branding, and discuss openly how they should represent your organisation. In this way, the recruiters can also share their challenges when it comes to hiring for your company.
Adrian Tan, Managing Director, RecruitPlus Consulting Pte Ltd