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A Kick-Ass Checklist for devising an Effective Recruitment Strategy in an Organisation

When it comes to hiring employees you have to find someone who is perfectly suited to the position that is open in your company. To find the ideal candidate you must use a recruiting strategy that is effective. To get the perfect recruiting strategy you have to know what you’re looking for. With that said here are some pointers you might want to keep in mind when devising the perfect recruitment strategy for your company:

Checklist for an Effective Recruiting Strategy:

  • Team Player or a Leader?

When recruiting answer what kind of an attitude are you looking for? Do you need a team player or a lone wolf? Different attitudes are required for different jobs, if you need someone who works well in a team hiring someone who doesn’t play well with others may not be the best idea. The same goes for hiring someone who depends on the help of team mates for a solo job. For someone like that, they won’t be able to handle it because there is no one there to support them.

  • Experience or a Fresh Graduate?

Are you looking for youth or experience? Second Question in your recruitment checklist must be what kind of experience are you looking for? This attribute depends on the job as well. For example, for a marketing position you might want someone who understands the mind-set of the general populace. You would want someone interactive and active. Someone whose not afraid to take risks and dream big. Ideally these are traits of a young candidate. But if you were, hiring for a position in finances then you’ll want someone with technical experience rather than someone inexperienced.

  • The Right Drive & Attitude?

Make sure the person you’re hiring has the drive required to handle the position you’re going to be assigning to them. A bad apple in any position in the company could mean a catastrophe for it. If the candidate doesn’t have the energy you’re looking for, look somewhere else. Do not recruit someone who lacks the dedication and the positive outlook to perform the job.

  • Always Define your Budget as a part of your Recruitment Strategy

Set a price range. Sometimes you can only afford to hire employees who sit in a certain price range, so you have to weed out the ones that may be over the budget you’ve set.

  • Are you running Reference Checks?

Get references. If you like a candidate and want to hire him for the open position make sure to ask for references from his previous job. It is easy for someone to seem like a hard worker for an interview. But in reality they could be lazy and unmotivated. Employers are often bamboozled by this false demeanour. If you ask their previous manager what type of employee he was you can be sure you’re getting what you’re paying for.

  • Candidate Background Checks as a part of your Recruitment Strategy

Finally, do a background check on the candidate. Perhaps at work they seem to be the model citizens but privately they could be involved in acts that may jeopardise the organisation’s reputation. Of course with uncertainty in our justice systems you can still end up hiring people with sketchy backgrounds. In some cases these candidates may even have changed or fixed their ways and are just looking for a fresh start.

If you base your recruitment strategy around this list, theres a solid chance for you to find the best people for your teams. Happy hunting!

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