Recruiting Metrics To Hire A Candidate

Recruiting Metrics To Hire A Candidate

Earlier benefits were considered special favors granted to a select few, such as corner offices with windows or an executive bathroom key. Recruiting Metrics To Hire A Candidate and additional benefits of real businesses are far broader in scope and are the most cost effective way to hire and maintain a happy and motivated workforce. For a fraction of the cost of offering higher wages, you could implant an employee benefit scheme and get a more motivated workforce for less money.

Recruiting Metrics To Hire A Candidate

Salaries are no longer the sole incentive for more and more candidates, money and flashy additional benefits are no longer the siren call as they were in the past. The provision of real benefits, such as a better work-life balance and more flexible work practices, are increasingly sought after. Choice and flexibility are apparently the determining factors that motivate employee decisions and are, therefore, the most important recruiting metrics. The offer of lifestyle-related benefits are more important attractions than ever for today’s professionals. Parents, in particular, are increasingly opting for companies that offer work from home or flexible schedules. More rudimentary incentives such as low paid or 25 days of paid vacation remain the most popular attractions for most applicants. But if everyone joins this practice and begins to offer work practices in solidarity with the family and with their life, then what will differentiate them from the competition? There are many other creative benefits available at low cost or at no cost that can make employees happy and get the attention of candidates:

  • Casual Dress policy– If employees do not have to buy a new wardrobe for the working week, could become a big money saver. If it is necessary for you to dress in a formal manner, consider providing assistance with clothing.
  • Company discounts– Offer your employees, as well as family and friends, the opportunity to buy products or services at discounted prices. This does not have to be limited to your company, so get in touch with other companies that can attract your workforce.
  • Business cards– Amazingly, personalized business cards still offer an emotional attraction and allow your employees to be creative with your job title which could provide an emotional stimulus.
  • Company car– Besides the general practice of offering car allowances to employees working on the road, could put additional vehicles available to employees for personal use. Could provide hybrids or eco-friendly cars to earn a spot in the environmental box.
  • Gym memberships A healthy workforce is itself generally happy, so contact a local gym to offer discounts to their employees.
  • Free fruit –Cheaper Than enrollment to the gym, free choice of fruit shows that worries about the health of their employees and gives more light to his office.
  • Massage– Many companies now offer regular massage treatments in the workplace that help relax and regenerate their employees.
  • Redecoration– It’s amazing what you can make a new coat of paint in the workplace, and even a nice office has to be a benefit, a nasty office can certainly affect morale.

Whatever it is what cut, never the benefits. Always remember some common recruiting metrics like that your employees are your most valuable assets. Keeping them happy and motivated is more important than ever when budget cuts and the threat of layoffs project a dark shadow over the workday.

It may be necessary to reduce or change the priorities of plans for additional benefits depending on the current circumstances of the company, but it must remain constant in the need to demonstrate dedication with its employees. Motivated workers will respond by working harder so those organizations that continue to support and reward their workers during difficult times will be those that recover more strongly.

Check the Return on Investment Incredibly, most companies seem to depend solely on retention rates to prove its benefits policy is working. Regardless of the benefits you decide to offer, it makes micro and macro-control the return on investment. Demand for benefits is easy to measure. Remember, however, that the low demand for a benefit does not necessarily mean that it must be eliminated. It may need to be better offered internally and in your recruitment campaigns.

Secrets on How to Recruit High-Quality Candidates in Your Business

One of the most important things you will do in your business is the hiring of employees. If you have the right people, everything will be fine: the tasks will be done on time, the dates will be met and the profits will increase rapidly.

But, if you have a bad team, you will see how difficult it is to try to grow your business. You will not go anywhere, because the bad employees will stop you and you will lose valuable time.

This means that the success of your company begins with hiring the right people.

Let me share with you a successful 4-Step Recruitment Process that will help you know how to select the best candidates for your business.

This process is based on the following principles:

-More probabilities of choosing the right person if you are looking for a large number of candidates.

-If you conduct a multi-stage interview process, you will not waste so much time in long interviews with candidates who do not qualify.

-You can see which candidates perform the best, if you ask them to participate in a group interview, and to complete some tasks, as part of their recruitment process.

Do you want me to tell you a secret? Most business owners hire their employees for their skills, but they dismiss them because of their attitudes. That is, they hired someone because he had good grades, but they did not know that same person had bad attitudes, and fired him when problems began. How can you prevent this from happening to you? If you hire someone who has a good attitude, it will be easy to train him to get the skills he needs. But you must be careful and know the candidates well before hiring them. You need to have both skills and good attitude, as these are the good candidates. If you know how to identify these types of candidates, you will succeed in hiring employees.

Our ” Recruitment Process in 4-Steps” will help you do this. Next, I am going to introduce you all the four steps.

STEP 1 – Set What You Want When Preparing Your Vacant Posts

First, you must clearly define the tasks and responsibilities that the vacancy will have. Then define the characteristics and qualifications of an ideal candidate.

For example, tasks may include answering the phone, handling wages, billing, accounting, and making purchases. The characteristics and qualifications for such a position include: detailed attention to tasks, teamwork mentality, work ethic, and administrative experience.

In your ad for the vacancy, be sure to include all requirements: tasks, characteristics, and qualifications. You must also mention the salary that the contracted person will earn.

STEP 2 – Attract Qualified Candidates

After you’ve clearly defined the job requirements, it’s time to start looking for the best candidate. At this point it is important that you know how to find the right people in the right places.

If you do not know where to start looking, below you will find a list of some strategies you can use to attract good candidates:

First look inside your business. There may be employees to whom you can give promotion. Start with your own employees to see if you have someone who can do the work.

“Call people who worked with you before and did a good job.”

“Put a sign near your business.” There may be talented people looking for work in your area.

“Then put an ad in the local newspapers and newspapers.

-Put an announcement in the publications of the associations to which you belong.

-Put an advertisement on sites such as RightJobs.Pk, OCC, Computer, and other similar sites.

– Look for Resumes in databases of websites.

“Put up an ad in universities.”

– Send an email, announcing the vacancy to your sellers, customers, and friends.

“Set a recruitment incentive and tell your team. When you give them your checks, give them a copy of the incentive plan, with clear explanations. Make sure it is an attractive incentive plan for your employees and they want to participate.

– Go to professional recruiting events and do not forget that every conversation is a potential interview.

-Publish your ad in your company newsletter or on your website.

STEP 3 – The Interview

Candidates usually come with a Curriculum, which includes information about their work experience and their education. But these documents are only pieces of paper. So you can make a good decision, you need to know your candidates personally and find out who is the best for your company.

I recommend that you take a step-by-step approach. First, you can start with phone calls to rule out people who do not meet the experience you are looking for. This will leave you a list of the best candidates, who you can go to for personal interviews. This way you can realize the quality of the candidates.

First: Phone Calls

Install a special phone number with recorder so that the candidates can call and leave their data. When you post the job you want to hire, include this number for candidates to call and leave a message. This step is before anyone else, even BEFORE they deliver a resume. When you hear the messages, select the ones that catch your attention the most, and ask those candidates to send their data.

You should leave a recorded message on the phone to instruct callers to call. I recommend the following text:

Hello and thank you for calling (your company), located in [your city]. My name is [your name] and I am the owner of the company.

[Your company] is ….

We currently have a [job title] vacancy. The responsibilities of this position include [responsibilities]. [Your company] will offer [training, development] ….

The benefits package includes health and life insurance, and a retirement plan. [Your company] is [describe your company and how wonderful it would be to work for you and why]

Now, please take a few minutes to answer the following three questions. If you want to write down these questions and call back with your answer, you can:

What practical experience do you have?

Mention at least three of your most outstanding skills.

Why do you think you should be selected for this job?

After answering these questions, please leave your name and your phone number. If you do not answer these questions, your application will not be considered. Thank you very much for calling [your company] and have a great day.

Second: Group Interviews

When you have the names of the best 3 or 4 candidates, it is time to invite them to come to an interview in person. Interviews help you get more personal information from the candidates. And this increases your chances of finding someone with the right attitude and personality. This interview will be in a group.

During the interview, let them talk to each other, and then ask them to do some of the tasks that will be part of the job. After this, interview them one at a time in your office or other private place. You should ask the same questions to all equally.

You may think group interviews are uncomfortable. But the truth is you get a TON of information about each candidate and how you get along with others. When you know that from the group you are only going to choose one, they will act in a way that reveals their true personality and you will be able to realize problems of attitude; which you should avoid at all costs.

STEP 4 – Hire the Best Candidate

When you’re done, then it’s time to do the hiring. Put the names of the candidates on a list in order of your preference. Then call the first one on the list and make him an offer. Remember that you must train your employees, so make sure you have a training program. When the new employee arrives to work; this will help you to be more productive and effective.

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