Tips for Hiring in 2020

When you are running a company, you must know how important it is to hire the right candidate. A right employee will help your business reach new heights where an employee wrongly hired for a position will only cause trouble. Not everyone is fit for every job and that is why you might consider following recruitment tips to make your next hire.

You should plan and analyse the recruitment process wisely as it will only benefit you in the long run. If you hurry through the process and end up hiring someone who is not the right fit for your job, you will have to bear more losses. There are certain steps you can follow while you search candidates for job free to make your next hire :

How to plan the recruitment process ?

This is the very first step that you should plan the recruitment process first of all. When you get the personnel requirement from the company, the vacancy is created. One should start planning the recruitment process according to the type and number of position vacant. Then you should plan and decide the following factors for hiring :

1. Timeline- You should know about the deadline for fulfilling the vacant position and how much time you can spend on each step in the process.
2. Budget - You should know your recruitment budget which you can spend on the entire process as well as on the candidates (Eg. travelling, lodging expenses etc.). The budget also impacts your choice of sources for choosing the sources of recruitment.
3. Job Description- You should clearly put up the key responsibilities, qualification, skills, certifications etc. required for the desired candidate.
4. Hiring sources - There are a lot of factors which you shall consider while choosing the right source/partner for hiring. Click here to know what all you need to consider for choosing a right hiring partner.
5. Selection process- You shall decide about the screening criteria and the number of rounds which you will have to conduct to select the right candidate.
6. Learn from feedback & analysis- Do not forget to take feedback on the selection process from your new hires and related analytics to improve the process, if required.

Tips for making a suitable Job Description :

Posting the right job description is extremely important to get the right candidate. If you give out a job description that is not very clear and does not properly mention the job role, you will end up getting applications that are not even fit for the profile. Therefore, preparing a proper job description that will:

• Choose a clear and concise title for the position (position name)
• The key responsibilities should be mentioned in ideally 4 to 6 bullet points. Keep the details brief but explanatory about the nature of the job so that the candidates get the clarity about the role in fewer words. JD should never be too long.
• Mention the eligibility criteria to apply for the job in terms of required qualification, skills, experience, certifications etc.
• Mention the location of the job (city/area)
• Mentioning the salary is optional but it is noted that a specific salary range or figure invites more relevant applications and helps to keep this matter clear for both employer as well as the applicants for the job.
• Few details are optional but are encouraged to keep the JD more clear, such as reporting relationship, team size, any risks (if associated with the job) etc.

Make sure to mention every necessary detail so that the applicants understand if they are fit for the role or not.

How to filter/screen the applicants:

Now that the job posting and receiving of applications are done, the time is for shortlisting the candidates. It is very likely that you will receive a huge number of applications and thus this process is going to be a bit tough. However, it can be handled without much hassle if you have a clear idea about what you are looking for in a candidate. You must give importance to the qualifications of the applicants and screen the ones who meet the required level of education. You can then go through their professional history to understand if they have any experience in the role or not. Judging by your requirements, you can shortlist both freshers and experienced candidates. Make sure to go through the CVs of the candidates thoroughly before shortlisting them. You can also check the authenticity of their credentials if required.

Tips for asking questions in interviews :

Once you find qualified candidates and shortlist them from the pool of applications you had received, it is time for interviewing them. This is one of the most crucial steps of the hiring process. It is in this step that you will understand how deserving the candidate is. Besides asking strictly job-related questions you should also ask the candidate about their aspirations to get a better understanding of how they will perform in the long run. You should look for candidates who are stable and focused rather than candidates who give out impressions of being fickle minded in the long run, such candidates may not be the good performers and stand the risk of leaving the company unnoticed as well.

Other tips from experts :

These are the primary things to keep in mind while making a hire. However, according to experts, besides these basic guidelines, a company should focus on testing a candidate's analytical and logical skills and not only go by their academic qualifications. Given the fact that the aim is to hire the best candidate, the recruitment should primarily focus on judging the candidate's job-related skills rather than their academic degrees.

Following these tips will help you to hire the best candidate for your firm and get your company to soar high.

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