Συμβουλές προς τους Επαγγελματίες της ΔΑΔ

 

Συμβουλές προς τους Επαγγελματίες της ΔΑΔ



Recruitment - an Employers’ Prospective - Part Two (Available in English only)

 

by Pamela Miller

Recruitment - an Employers’ Prospective Part One: in this article we demonstrated there are many key aspects within the recruitment process to ensure initial success when listing a job advert.

Consider this:

"If you always do what you've always done, you'll always get what you've always got."

Henry Ford (1863-1947)
The American founder of Ford Motor Company.


Are you satisfied with what you are getting from Recruitment – where not – Read On!

How satisfied are you with the current process?

What is your company’s current staffing turnover – above average? Then lets’ see what can be done to reduce this.

What is the actual candidates experience throughout the process? Most employers give little/no attention to this area.

                                               Ask some recently employed staff members, where your company
                                               can improve in this area?

                                               Ensure they feel they can be as open and honest as possible, so
                                               you obtain real feedback you can use to do something productive
                                               with.

The recruitment process is not just about employers identifying suitable employees for the future, its’ also about candidates considering whether this company is the one they would like to work with.

Please give attention to this area - the experience of the candidate both successful and unsuccessful at each stage of the recruitment process will impact on their view of your company.

This could be both from a perspective of a potential employee and depending on the business activities of the company, as a potential customer.

Other Key Points to consider:
- When a CV is received, how quickly is it reviewed and a response sent to the candidate – is the timeframe acceptable? Put yourself in the candidate shoes, would you be happy with this?
- Judge the level of communication with the candidate- do you utilise standard templates/who is the main communicator with the candidate?
- What is your company’s’ policy with candidates CVs and applications you will not take forward?
- We should ensure fairness and equality throughout the recruitment process and being compliant with the relevant employment law/regulation – truly and honestly – how does your company compare against these standards? What needs to change?
- Where are your potential candidates located, currently within/out with your jurisdiction?
- Who within your company, understands the different forms of education qualifications in different jurisdictions?

The EU for example, has a diverse pool of potential candidates, however with this comes many different education qualification and working experience. Of course this will be different to the known education system for example in your location.

Someone within your company will need to be knowledgeable in this area of qualification structures regarding other countries to ensure you get the best fit for your vacancy.

If not you could miss out on a great potential candidate – to be avoided for sure!!!

The Interview Process

Ok so now you have some suitable candidates – the next stage is the Interview!
How is this currently being handled in your company?
First things first – what preparation do you complete for interviews?
If you are thinking a quick review of the CV minutes before attending the meeting:WRONG!!
You and all those involved in the recruitment interview need to prepare fully.


As Benjamin Franklin once said

 

“Fail to prepare, prepare to fail.”

 

STEP ONE - PREPARATION

Avoid wasting time by only inviting for interviews the genuine suitable candidates.

A key question to consider - What are the key competencies that your company needs?

- Adaptability.
- Conflict resolution skills.
- Cross cultural awareness.
- Communication skills.
- Self-motivation.

Assessing language competencies where this is a requirement of the role – how are you going do to this?

How many interviews will you conduct?

As a standard approach, we would recommend interviewing in two rounds. We must remember, if your company does not have staff employed to be responsible for your recruitment requirements, most probably the recruitment task has then been added to someone else’s daily tasks.

By having successful candidates complete two rounds, with potentially one/two different interviewers this will give your company a better collection of data assisting in the decision making process.

QUESTIONS PREPARATION
What questions are important to ask?

Your questions should be tailored to take the following points into consideration:

- All candidates will be nervous, hence your first question(s), should try and place them at ease.
- Use of open questions is key – remember you are at the stage of data gathering as much information about this candidate as possible. Hence use the what/where/when/how type of open questions, with the more probing questions directly behind them can be quite effective here.


Avoid the following:
- The use of close questions, where the candidate can only respond yes/no or limited use of.
- The use of multi questioning technique, asking three questions within the same sentence.
- Asking personal questions that are irrelevant to the job.

Some examples of good generic questions to utilise:

- Why do you want to change your employment at this time?
- Where do you see yourself in 5 years’ time?
- What experience do you have with problem solving? Support your answer with an example.
- What do you consider, to date in your career, your greatest achievement?
- What area(s) are you currently working on improving?

This will aid a consistent approach with your interviewers, especially where it is not normally part of their day job.

Remember you have one chance to make the right first impression – this is equally as important as with the candidates.

INTERVIEW

Focus interviews on collecting information, not the decision making stage.

Some interview points of interest from around the world:

UK – they have a structured interview, panel interviews are not so common.
States – almost all employers follow a very structured process, all candidates are asked exactly the same questions.
Europe – common for HR Manager to be one of the interviewers - this is less likely in other countries.

There can be cultural differences also:

In UK direct eye contact is seen as confident and displays honesty.

In South Asian countries direct eye contact is seen as being aggressive and rude.

The use of video conference facilities for interviews, for example - Skype, is becoming more and more popular. Our recommendation - best not to mix a personal presence interview and Skype interview together. If necessary, hold two separate interviews, one in person and one on Skype.

Actual Interview Essential Points – Top Ten

1. Look at the room layout and what impression you wish to deliver, a formal approach – sitting opposite each other, an informal approach, sitting more side to side.
2. How to ensure there are no interruptions during the interview, including no telephone in the interview room.
3. Be prepared to answer the candidates’ questions – they should be given the opportunity to ask.
4. Your appearance should be professional and business like.
5. Give the candidate the opportunity in their own time to respond.
6. Use effectively the silent time and be a good listener.
7. Set the correct atmosphere; demonstrate enthusiasm, interest and friendliness. Offer the candidate some form of refreshments, not anything to eat, it is not professional to eat and talk at the same time and please ensure the temperature in the room is set at the correct level.
8. Make sure the candidate cannot see your notes.
9. Adapt your body language to ensure you are adapting a friendly approach. Be aware of any negative body language you are displaying e.g. folding your arms – can give the perception of being defensive.
10. Accept and acknowledge a candidate who cannot give you a particular answer to a question – this will assist in helping the positive flow of the interview, the candidate should not be thinking he/she has failed because of this one unanswered question

Take note of the following:

- When the candidate arrived – professional standards here – did they arrive 5 minutes before interview? Indicative of good time management.
- Candidate appearance – groomed and business dressed as appropriate.
- Good communication & language skills, confident, friendly open and positive.
- Humour can be a good method to help with relaxation – however you should expect a candidate to be serious during the interview.
- Train yourself to be able to understand and note the body language of the candidate e.g. a high pitched voice may indicate high level of nerves.
- If you are going to complete any form of assessment during the interviews, in one or both interviews, you must pre warn the candidates at the invitation stage, so they can prepare for this and not be surprised when advised during the interview – not the best professional approach. Also make sure any assignments to be completed are relevant to the position and fit for purpose.
- At the end of the interview, you should summarise what will happen next and the approximate timeframe involved.

One constant thing in business, is change, it is happening continually.

Why not ask the candidates that have been through your recruitment process recently for feedback, hearing firsthand about their experiences and how you can improve on your existing process.

What will you ask feedback on?
- Their impression of the company at each stage of the recruitment process.
- Their expectations versus the reality of what actually look place.
- Their recommendations of where you are improve on with your recruitment process.

Feedback is so important and valuable to any company, get it, take it onboard and do something with it!

 

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