These days’ employers do not have the upper hand when it comes to hiring. The millennial has their own choice and opinion when it comes to employment and the companies compete for their attention and services.

The strength of an organization depends on the efficiency of its workforce. To select the most efficient employee from a pool of candidates and hire the best possible person who can fit into the setup of the organization and actively contribute to the company, is a challenge in itself and an opportunity at the same time. The recruiters have to go through aggressive screening and layers of extensive interview sessions to separate the wheat from the chaff and find the apt employee for their organization. As the process of recruitment involves a lot of effort and cost, followed by the expenditure that goes into training those employees, no organization wants to take naive steps that may impact the organization and its structure.

These days’ employers do not have the upper hand when it comes to hiring. The millennial has their own choice and opinion when it comes to employment and the companies compete for their attention and services. Attracting fresh minds and new talent to the organization is a challenge that must be tackled in innovative ways.

To avoid the perils of hiring a sub-standard candidate, the recruiter can make sure it’s the right person by keeping in mind these ten crucial factors while going in for the recruitment process.

Look for the best

If you want the best, gun for the best. Organizations need to package and brand themselves in a way that only the best candidates will apply. If candidates have an impression that the firm only hires great employees, then they will take more interest and put in a greater effort to get in touch with the firm. This would create a positive cycle within the market.

Branding the organization

An organization’s image depends on various factors, like work environment, employee satisfaction, and retention. To maintain these key factors, the HR and the hiring team should be cautious while recruiting employees who are fit for the firm in an affirmative way. An organization must be aware to build and maintain a reputation and brand image so that the employees will choose your organization over others as the workplace and environment play a vital role.

Knowledge about the market

A recruiter must know what a good employee must be like and where to get them. Having a sound knowledge of the market will help them be credible with their candidate’s selection. Social Media platforms and sources can be of great help in this day and age to build the network and understand the quality of candidates currently in the market.

Candidate selection

Having a random pool of candidates for the interview is not always a great idea. Most of the times, the majority of the candidates are under-qualified, sub-standard, maybe uninterested and unfit. Such scenarios are often witnessed during walk-in interviews where the candidates do not come with prior research or preparation. Their candidacy is a waste of time for the employers since in most cases they come either to get a sense of the interview or for the salary structure offered. The recruiters need to be strategic while filtering candidates in such a scenario. This can be done through various assessment - scientific & psychometric tools, that are used for hiring.

Background check

In the current cut-throat competitive corporate world, a mere academic excellence or experience in the given field isn’t enough. Companies need to secure enough information on the candidate through previous work reference, social media, and personality assessment to have discrete knowledge about the candidate’s persona. A psychometric assessment can help the recruiter derive an objective result.

Building a relationship

A recruiter has to reject a pool of candidates in order to hire the most appropriate one. Rejecting gracefully should be a trend amongst the recruiters that would build and maintain a good relationship with candidates from the industry. In most cases, the candidates who have not made it through are not being informed about the status of their candidate. A small gesture by the recruiter by keeping them informed helps build a reputation – both for the organization and also the recruiter.

Keeping up with the organization values

No matter, how skilled or professional a person is, if he fails to align with the organization’s work culture, values, and ethics, then he cannot contribute to the organization’s growth. A candidate has to be a team-player besides having the good qualification to gel with the existing team and co-work with people who have varied opinion’s and working style’s.

Pro-activeness of the employees

An employee must know where and when to act and put his best leg forward at the right time. Apart from aiming to finish his work, the employee should also be keen on how he could add value to the organization. The recruiter can assess a candidate by proposing hypothetical questions and evaluate their response and attitude towards the same.

Quest for commitment

There are times when employers are impressed with some of the candidates who are skilled, resourceful and successfully meet all the requirements and values of the organization. If one is not stable on the job and regularly switches jobs, then they cannot be beneficial to the organization. Hence, one must screen the candidates carefully to check for their will to stay on with the company, and their past job experiences.

Create a talent pool

Every employer maintains a database of their employees. Similarly, a database of candidates would be helpful in future recruitments. The database must have information of not only the candidates who are currently being interviewed, but also of those who have been interviewed in the past and had shown potential.

The recruiter must keep in mind these few aspects while putting together the interview board that is made of the right set of people. To ensure that they are on the right track and are hiring candidates who are the best fit for the firm and for the job, they can opt for a test using scientific assessment methods. This would help them with an objective assessment and also give them an understanding of the employee’s longevity on the job. With a stable and an efficient workforce, an organization is bound to succeed and grow.

Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house