FEBRUARY 20179Leadership plays the most important role in any organization which serves motivation for the subordinates and baseline playersImroz KhanAlso, who else, if anyone, do you involve in the interviews to help make this selection and judge the candidate? Your goal is to have a plan that will help you determine whether you have a qualified applicant who will fit into your com-pany's culture.Requirement Gathering for Job Description: The first step is to make sure you have an effective job descrip-tion for each position in your company or for clients. Your job descriptions should reflect careful thought as to the roles & responsibilities the individual will serve, the skill sets they will need, the personality attributes for complet-ing the tasks, and any relevant experience that would sepa-rate the talent of the individual from the crowd. Compiling a Success Profile & Performance Map-ping: A "success profile" of an ideal candidate for key po-sitions that are critical for the execution of a business plan. Performance mapping for the right candidates, identifying key areas where they can boost up their performance.Precise Advertising and Employer Branding: Tech-nology, social media and platforms like digital marketing plays a vital role in the advertising of a particular vacancy and employer branding. Savvy candidates will evaluate company brands before applying to or accepting a job, much in the same way they evaluate consumer brands when shopping. A recruiter is the primary face of an organi-zation for a candidate, recruiters should be trained in a way that they should be able to compare position your organiza-tion's name in best offerings in the industry, diplomatically hiding what you can't offer if you are a startup or a growing company. Post the ad in the mediums most likely to reach your potential job candidates. Screening, Review & Assessment: Compile and de-velop a list of suitable questions you can ask over the phone or on a video chat session to help you quickly identify po-tential candidates and eliminate everyone else. Knowing what you're looking for in terms of experience, education and skills will help you weed through these resumes quick-ly and identify potential candidates. Based on the responses to your phone interviews, select the candidates you feel are best qualified for the next step in the process. Assess your potential candidates for their skills and attributes using a proven assessment tool. The success profile you created for each position will help you determine which behavioral traits are important for that position. These assessment tests can be administered in person or online. Online testing and submission of results can help you determine whether the applicant should be taken ahead or not.While digital tools will never fully replace the human instinct necessary for identifying the right candidates, an ability to stay on top of technological trends could be a recruiter's biggest advantage going forward.Offering the Deserving One: The information col-lected during the whole process will provide you with important insights as to starting compensation levels and training needs. Run a background check on the individual to uncover any potential problems not revealed by previous testing and interviews and negotiate the final offer high-lighting the perks.
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