As the human resources manager of your organization, you already know how difficult it is to recruit the best and most suitable candidate in your company. You already have your prospective employee’s resume, but then what’s the problem? Nowadays, everyone builds a professional resume and every shortlisted candidate does their best to win the heart of the employer at the interview. Therefore, he can be more challenging than one can imagine to get the guy you really want.
Why do you need only the best and most suitable candidate?
Well, you may be working for a company that probably has the most outstanding services or products that are in high demand. However, businesses are led and managed by people and to make sure the show goes on profitably, organizations need the right people!
Studies show that many customers or clients prefer the products or services of certain companies just because they are treated cordially, treated sensibly, and personally vetted by the people who work there. That’s the case with sales teams, account people, and even HR team members! That goes a long way to explaining why only the most suitable personnel are needed for the organization.
How to make sure you get the right person?
This may sound a bit challenging, but it’s not when you look closely. Rather it is a step by step process!
The first and most important step in the process of hiring the right person is to first know what profile you are hiring. This way you can get up to speed on what is expected of the person and the level of experience or qualifications desired to fit the role.
Then it’s time to properly compile the job profile and then post it online or send it to your HR consultant. All the homework you did in step one really pays off right now, when you see resumes pouring in from qualified, experienced, and talented candidates.
Better approach in the scrutiny process
Once you’ve collected about twenty resumes, you can sit down with your HR professionals to go through the best ones and weed out the rest. In this way, you will simply simplify your work for the day of the interview, that is, you will call only those candidates who sound most appropriate or fit the desired job.
Make sure candidates are taken through an influential and rigorous interview session and you’ll be more likely to find someone who sounds really cut out for the job you’re offering!
