This article is my effort to share my experience with fellow recruiters.
After spending around 6 years in Staffing and Recruitment for IT, Software and BPO companies; I learned that the churn rate in every company is increasing day by day. The managements of many companies are unable to retain their permanent employees and this results in a decline in the overall performance of the organization.
After thinking about this topic, I came to a conclusion: employee attrition or turnover starts from the first step and that is Recruitment. If the recruitment is not correct, there is a higher chance that an employee will leave the organization in a very short time.
One should be very careful when hiring a permanent employee and should not only emphasize technical skills. Even if you have to compromise a little on a candidate’s technical skills to make sure he stays with the company for a long time, he should do it.
There are a number of factors that can give a clue as to whether the person will stay with the company for a long time or leave soon! Based on my experience, here are some points to consider when hiring a permanent employee. These are my views and opinions based on my experience and readers can comment or criticize… 🙂
7 steps to the right recruiting
1. Understand the requirement
Make sure you have fully understood the requirement. You should not only look at the technical requirements, but also try to understand the entire environment and situation of the vacancy. Why is the vacancy? Is it a new vacancy or a replacement? If a replacement, what are the reasons the previous employee in that position left the job, changed positions, or was promoted?
2. Analyze the position and situation of the team
After understanding the requirement, be sure to analyze the team environment and the situation in which the position is open. Estimate the size of the team you have to work with. For example, if the team size of the position is 10 people, and if the incumbent has never worked in a team of that size, he will not be able to adapt easily. There are people who only adapt to small teams and there are also professionals who can only work in large teams. This is the case for leadership and management positions as well. If you try to hire a person who has led a team of 100 people and if he has to lead a team of only 5 people, there is always a chance that he will not be satisfied and will not adapt to the environment.
You also need to check what kind of person the incumbent has to work with. Who is his supervisor; what kind of attitude does he have and so on. In most cases, the study has found that an employee leaves because of their supervisor. Ultimately, the supervisor is the person who deals with him directly!
3. Find the right person
After going through the previous two steps, now is the time to find the right person. Match technical skills, match the two criteria above, and then call him for the interview. Salary is always an important criteria, so never forget to match what he expects, what he has drawn, what he is drawing and what you can offer.
4. Collection of basic information
Many recruiters find it silly to collect the basic information about the candidate. However, this is where they make a big mistake. Basic information such as place of birth, current location, family history, marital status, hobbies, etc. make a big difference. These are the details that can help a recruiter to find out the current situation of the candidate, his attitude, his hidden talents and abilities and many more.
For example, if you have found a candidate who is a woman, recently married; there are chances that she will ask for maternity leave and the organization has to suffer. If she has a candidate who is moving from her hometown to a distant place, chances are that if she has a good opportunity in her hometown, she will accept it and leave. Similarly, if you find out about a candidate’s hobbies, you can’t find out much about her attitude. If a candidate has been a soccer player in the past, he can prove to be a good team member. If he is a tennis player, he may like to work independently, etc.
So the next time you’re interviewing someone, be sure to gather the basic information.
I will not discuss the common things we ask when interviewing a candidate. Most recruiters or interviewers know what to check. But there are some other factors that need to be considered during the interview. These are not the questions, but clues that we can get during the interview.
- body language
- facial expressions
6. Presentation of profiles to management
It is very important for a recruiter to see how you present the profile to management. Once a recruiter has shortlisted one profile, he must wait for a few more to be shortlisted. A recruiter should always give management options and not just a resume. Management must have the opportunity to compare at least 3 or 4 profiles for a position. So make sure you always submit at least 3-4 resumes for a position to your management.
7. Recruiter as seller
I always think of a recruiter as a sales person. In reality, he is selling jobs to a suitable candidate and again selling the suitable candidate to management. Sales always include after-sales service. Always be sure to update candidates and management on the latest status and keep them informed and up-to-date.