Finding great candidates has always been a major challenge. If you are an employer struggling to fill your open job positions with suitable candidates, you’ve come to the right place. Here we discuss about best practices in recruitment that will help you find great candidates easier and faster.

1. Best Practices In
Recruitment That Every
Company Should Follow

2.  Introduction
 10 Best Practices
 Final Thoughts
 Q&A
Agenda

3.  The hiring of new employees is a process that cannot be left to chance. The
future of your business depends on the quality of your hiring process. Every new
employee has the potential to either contribute to company growth and
profitability or negatively impact the business. Every hiring manager needs to
employ a structured approach to recruitment to provide more certainty in the
hiring process.
 A hiring process need not only be structured but should be streamlined for cost-
effectiveness and maximized productivity. Here we discuss about Ten best
practices that one should follow in recruitment.
Introduction

4.  Have a well-planned, thoughtful recruiting process that you actually follow. This is
one of the best indicators of recruiting success. Recruiting is a process like any
other business process, and should be customized for the size and needs of your
organization. Have a great Job description, attract, review, sort, shortlist and
follow-through is essential for this practice; you can have the best process in the
business, but if you don’t follow it, it will not be the effective resource that it can
be. To optimize the hiring process, you should take the following actions:
 Define the position clearly. Involve human resources (HR) and co-workers in
compiling an accurate and detailed job description that specifies the
qualifications, skills, experience, and personal attributes that the job demands.
 Promote the job. Use all avenues to advertise the position, including print media,
online portals and job boards, and social media.
 Treat candidates like customers. Project a professional image during all
interactions with candidates, who see you as a reflection of the company’s
culture and core values.
 Don’t go with your gut. Use profiles or templates of the ideal candidate for the
position during the interviewing and selection process. This will remove a large
measure of uncertainty in the hiring process.
1. Structured Process

5.  One of the biggest trends in recruiting over the past decade has been the rise of
social media to attract and convert talent. This practice even got its own buzz
term – 'social recruiting' - but this HR trend has managed to stick around and
evolve as social media has done the same. And it’s the forward-thinking
organizations who have taken advantage of these changes that have benefited
the most.
 As social media continues to evolve, and new platforms come into the market, it
appears that social recruiting will continue to be a key part of modern talent
acquisition strategies. The companies and recruiting teams that think outside the
box stand to benefit the most - and attract the best possible talent.
 When searching for talent externally, you can use several channels to advertise
the position:
 Print media
 Social media, such as LinkedIn, Twitter, Facebook, Glassdoor, Instagram etc.
 Online industry-specific job boards
 Professional association websites
2. Digital trends and social media

6.  In reality soft skills are all the human skills we have in teamwork, leadership,
collaboration, communication, creativity, and person to person service. It's easy
to "teach" hard skills, but soft skills must be "learned.“
 Seven most important soft skills in demand today:
 Communication
 Teamwork
 Adaptability
 Problem solving
 Critical observation
 Conflict resolution
 Leadership
3. Focus on soft skills

7.  Invest in highly-skilled recruiters, and keep training them. Growing and
developing recruiters will make them more effective in their position and provide
dividends in the quality of the talent they recruit.
 In order to attract the best lot of candidates, the team must prepare job postings,
which stand out in the crowd. Having professional associations / consultancies
can bring valuable candidates, these includes an investment; thereby improving
your interviews.
 Employer branding ideas are essential for building a strong and attractive
employer brand. Companies with a bad reputation not only struggle to attract
candidates, but they also struggle to retain employees. Other development was
in Recruiting technology; which has evolved rapidly, inspiring a whole new genre
of technological innovation, disruptive conversations, and industry dialogue.
4. Invest to Improve your Interviews

8.  Treat recruiting like a sales function, because it is. The only difference is that the
recruiter is not trying to sell a product; they are trying to sell the idea of a
position or candidate.
 Sometimes recruitment are target oriented, we need closure rates. Recruiters
need to see where a candidate’s needs and a client’s needs fit together to make
the case for a particular candidate or a particular position, just as other sales
people connect the market to the need.
 Have Service Level Agreements in place. These agreements between hiring
managers and recruiters outline who is responsible for what, and what
timeframes are realistic. These agreements make communication easier, improve
results and help to build strong hiring manager relationships. These results can
be considered for HR appraisal activities.
5. Recruitment Sales Function & SLAs

9.  Maintain a strong employee referral program. Your best people are likely to know
other high performers, and you want your existing employees to bring those high
performers having personality into a fold.
 For employees to participate in the referral program, they need to be kept in the
loop and treated as recruiters. They need to know what positions are open, the
kind of talent you’re seeking and which skills and backgrounds are the most
important. And don’t forget to arm them with an elevator pitch!
 Enhance and market your employee referral programs, and make them a process
that feeds smoothly into your normal recruiting stream.
 Build an employee referral program brand. Put on your employment marketing
hat or partner with your marketing team! Consider running 2-3 campaigns
throughout the year and branding your program through various communication
channels internally.
6. Referrals - Hiring Personality to job

10. 7. Assessments & Data Driven
 Use assessments tools to evaluate your recruiting effectiveness and
function. While assessments will not tell you who to hire, they do assist in
identifying the best candidates in the sourcing and screening process.
 Analyze your best performers and most effective recruiting strategies, and use
the resulting data to inform your recruitment practices. This allows you to
concentrate your effort and processes on the practices and candidates proven to
be most successful.
 Indulge in Webinars, Forums and brand building so that prospective applicants
can have some idea about the company. Also it would be an excellent idea to
encourage transparency and talk about the goal, vision and the long-term plans
of the company to the prospective hires, so that they can see if they fit in the
roller-coaster culture of a start-up or not.

11. 8. Keep an eye on your reviews.
 The very best candidates care about customer reviews because they care about
how well a business is perceived and is serving customers. And those reviews are
not limited to reviews of your products and services.
 Candidates also look at candidate reviews of your company. It’s a good idea to
have a documented strategy and plan in place for handling things like questions
or negative comments that come up in online reviews.
 Advance planning ensures that your responses will be thoughtful and consistent,
making a positive impression on anyone reading. The company has found that
responding to employee and candidate complaints helps build trust with
potential applicants because it demonstrates authenticity and caring.

12.  Organizational culture is often described as the glue that holds a company and its
employees together. It is the magic that provides the motivation to employees to
find ways to overcome challenges and get things done.
 When an organization is able to provide modern platforms to those involved in
the hiring process, it makes sure that hiring managers, interviewers and HR
personnel are able to easily collaborate, share notes and make good decisions
when looking for people that would be a good fit to your organizational culture.
 The way that employees interact with one another, habits, and norms of day to
day activity all make up a company's culture. People who fit in with an
organization's existing culture are likely to feel comfortable in the workplace. As
long as the existing culture is effective, fitting in leads to working well together.
9. Organizational Culture

13.  Companies are faced with the tough task of hiring and retaining top talent in
order to run a successful business. This can be one of the most difficult jobs of a
company.
 Compensation is the monetary amount given to an employee for the services
they have provided to the company. It can be referred to as salary or wages as
well.
 Benefits are additional perks given to an employee on top of their compensation.
This can include medical coverage, retirement plans, and paid days off, discounts
on products and so on. Companies want to be competitive with both
compensation and benefits in order to attract top talent and keep that talent.
 While companies would like to think that are there are unlimited amounts of
talent out there for their positions, it is likely that is not the case. If a software
company needs experienced and skilled software developers. If the company is
not competitive with other companies in the industry when it comes to
compensation, it will be hard for him to hire the best. Also, when companies are
trying to attract talent from other companies, they need to expect to be able to
pay higher than what they were already making.
10. Compensation & Benefits

14.  Maintaining a positive company culture is a guaranteed way to boost employee
morale. Employees will naturally feel happier and enjoy their work more when
they work in a positive environment. Less stress. A positive company culture will
help significantly reduce workplace stress.
 The new world of recruiting includes global talent shortages and the introduction
of new technologies and data-driven approaches. And that means that we are
entering a new era in recruiting where bold innovation is no longer rare. And that
means if you want to keep up with the best firms, you need to constantly
benchmark all new and innovative recruiting practices.
Final Thoughts

15. Thank you!
Questions? Comments?