Mahek Shah’s Post

Having a well crafted Job Description is a crucial step between onboarding a successful candidate, and seeing that candidate reach their potential in your company. Give your employee the best possible shot at success, and at the same time give your company the absolute best out of your employee, by creating a well defined Job Description. #strategy #business #recruiter #recruitment #discussion

Precision in Preparation: The Power of Detailed Job Descriptions in Recruitment A well-crafted job description is more than just an outline of duties and requirements; it's a pivotal document that aligns expectations and sets the stage for a successful hire. As we continue to refine our recruitment practices in 2024, the importance of providing a detailed job brief to candidates, especially before a second interview, cannot be overstated. This practice ensures clarity and mutual understanding, essential components of a productive recruitment process. An effective job description serves several critical functions: It provides candidates with a clear vision of their day-to-day responsibilities and the expectations of the role. It outlines the necessary skills and qualifications, ensuring candidates can assess their own fit and readiness for the position. Furthermore, it communicates the company's culture and values, helping candidates determine if they can see themselves thriving within the team. By sharing a comprehensive job brief early in the interview process, employers facilitate a more open and informed dialogue with potential hires. This approach not only enhances the candidate's experience but also significantly increases the likelihood of a match that is beneficial both for the candidate and the organization. It helps in setting a foundation for accountability and engagement from the moment the new hire steps into the role. Let's discuss: How have detailed job descriptions impacted your recruitment outcomes? What practices do you find most effective in crafting job descriptions that resonate with and attract the right candidates? #business #recruitment #recruiter #job #hire #employ #employer #employment #newzealand #strategy #network

I experienced a notable trend in recruitment processes. Within the last month, two companies contacted me two weeks post-interview to extend job offers. However, I had already accepted an offer from a company Based Coworking that responded promptly, just one day after the interview, I really appreciate that. This experience underscores the importance of timely communication in recruitment. I firmly believe that HR professionals should recognize the value of swift response times when identifying ideal candidates. Even after identifying the right fit, continuing the interview process can lead to a 95% increased risk of losing the candidate. Key takeaways for HR considerations: - Prompt response times significantly enhance candidate engagement. - Delayed communication can result in losing top talent. - Efficient recruitment processes foster a competitive edge. Best practices for HR professionals: 1. Respond promptly to candidates post-interview. 2. Maintain open communication channels. 3. Streamline recruitment processes. By adopting these strategies, organizations can minimize the risk of losing ideal candidates and ensure a more effective hiring process. #HR #recruitment #talentacquisition

*Opinion about Recruitment Process* Initial stages of the recruitment process, such as preliminary testing or first-round interviews, should be conducted online. Utilizing technological advancements in this manner not only streamlines the process but also alleviates the inconvenience faced by job seekers. It is disheartening to observe applicants traveling long distances merely for tests or initial interviews without meeting the primary decision-makers. This process consumes their time and incurs additional expenses. If these stages can be effectively conducted online, there is no compelling reason for them to be held offline, except for final interviews. I acknowledge that this opinion may attract both support and opposition due to varying company policies. However, based on my experience as a former recruiter, this issue can be addressed through discussions with management. As we progress into a technologically advanced era, it is crucial to adapt to these changes. In the past, job seekers were required to physically submit their CVs to multiple companies due to the lack of job portals. Today, numerous job portals facilitate this process, reflecting significant technological progress. Similarly, the recruitment process should evolve to include online methods, particularly for initial testing and interviews. There is a pressing need for modernization in recruitment practices. #Opinion #recruitment #recruitmentprocess #interview #HR #Humanresources #recruiters

12 QUESTIONS TO REVIEW YOUR RECRUITMENT PERFORMANCE Feedback on the process can be usefully gained from interviewers, recruitment consultants and candidates themselves. Issues to consider are: 1. How closely did the successful candidate meet the candidate profile? 2. Was an appointment made in the desired timescale? 3. What plans do you have to keep in contact with: a. Any preferred candidate who declined a job offer? b. Any well-qualified candidates on the final shortlist? 4. Were candidates given realistic expectations about the job role? 5. How well did the company promote itself and the opportunity? 6. Were the right people chosen to be ‘Selectors’? 7. In what ways did the selection process address equal opportunity issues? 8. Did any final shortlist candidates decline a job offer and, if so, why? 9. How valuable was the advice from the recruitment consultancy? 10. How successful was the recruitment consultancy in identifying suitable candidates? 11. How well briefed were candidates by the recruitment consultancy? 12. How good an ambassador for your company was the recruitment consultancy? #recruitment #interviews #review #success

I normally get this complaint from applicants. 😊 One of the common #complaints from applicants is that #organizations and recruitment agencies fail to respond to applicants, either after they have submitted an application or after being invited for an interview. As a suggestion to recruitment teams, it would be beneficial to implement an automatic email response system that confirms receipt of the #application and assures the applicant that their application will be reviewed, with only shortlisted candidates being contacted. Additionally, it is important for the recruitment team to establish a standard operating procedure (SOP) for providing interview feedback to all interviewees, whether successful or unsuccessful. This approach will help to position your organization as #fair and #transparent in its recruitment practices. Furthermore, providing constructive feedback can also help candidates improve their interview skills and leave a positive impression of your organization, regardless of the outcome. Go-Get HR Consulting #hrprofessionals #recruitment #bestpractices

As HR practitioners or recruitment personnel, some of us we have experienced the embarrassment of contacting the wrong candidate for a job interview. Whether it was a simple mix-up in job titles or a miscommunication within the team, it can be a delicate situation to handle. One key to damage control in this situation is to approach it with honesty and transparency. When reaching out to the candidate, apologize for the mistake and explain the error in a professional and respectful manner. It's important to assure the candidate that their qualifications are impressive and that they were contacted in error. This will help to maintain their dignity and prevent any hurt feelings. In some cases, the candidate may still be interested in the position that was meant for someone else. In this situation, it's important to be open to continuing the interview process with the candidate if they express interest. However, it's also important to respect their decision if they no longer wish to pursue the opportunity. To prevent this type of mistake from happening again in the future, implementing a thorough double-check process is key. This could involve having multiple team members review the candidate's information before reaching out, or using software to cross-reference job titles and qualifications. By taking proactive steps to ensure accuracy in the recruitment process, we can minimize the risk of contacting the wrong candidates for interviews. Let's continue sharing our recruitment diaries and lessons learned to help each other grow in our roles as HR professionals. #recruitmentdiaries #HRprofessionals #lessonlearned #interviewprocess

Why should you work with a "Recruiter"? ...You shouldn't. You should work with a Recruitment PARTNER who is an expert in their field, who possesses in depth knowledge of the market landscape and who offers professional, transparent consultation to make your job/candidate search smooth and successful. A lot of "Recruiters" forget the "Consultant" part of their job title it seems... Some benefits of working with a Recruitment Partner as a candidate: ☑ Constantly have their finger on the pulse of the job market, bringing you interesting and relevant opportunities based on your career aspirations ☑ In depth understanding of their clients, offering interview preparation tips and ensuring you have the best possibility of presenting yourself well to the client in interviews ☑ Experts in negotiating salary/package on your behalf Some benefits of working with a Recruitment Partner as a hiring manager/client: ☑ Deep candidate networks within specialist sectors, providing you with candidates that are pre-screened and accurate to the position requirements = saving you time sifting through CVs and interviewing completely irrelevant candidates ☑ Provide transparent market feedback about your business, which can improve your hiring process and company reputation ☑ Aid in organizing and scheduling interviews for your candidate shortlist These are just a handful of examples of why it's important to work with a dedicated Partner that will work hard on your behalf, whether you are a candidate or hiring manager. #recruitment #talentacquisition #talent

💡 5 Tips to Improve Your Employee Recruitment Process 1. Develop a Clear Job Description: Clearly outline each position's requirements, responsibilities, and necessary skills. This helps attract suitable candidates and saves time in the selection process. 2. Use a Multi-Channel Approach: Post vacancies on various platforms – job boards, social media, professional groups, and networks. A diverse approach increases the chances of finding the ideal candidate. 3. Automate Initial Screening: Utilize recruitment software to screen resumes and cover letters based on specific criteria automatically. This speeds up the process and lets you focus on the best candidates. 4. Conduct Structured Interviews: Develop a standardized interview structure and questions to ensure fair and objective candidate evaluation. Comparing responses will make decision-making easier. 5. Involve Multiple People: Include several team members or managers in the recruitment process. Different opinions and perspectives will help evaluate candidates more objectively and make the best decision. 👉 Try these tips and see how your recruitment process improves! If you need assistance, contact our HR agency – we are here to help! #HR #Recruitment #TalentAcquisition #BusinessGrowth

As HR professionals, we dedicate ourselves to finding the best talent for our teams, ensuring a smooth recruitment process, and creating positive experiences for all candidates. However, there's a growing challenge we'd like to address: candidate no-shows. Recently, we've encountered instances where candidates, after successfully passing initial screenings and being scheduled for interviews, fail to respond to follow-up communications and do not attend their scheduled interviews. This has occurred despite multiple attempts to reach out and confirm their availability. 🤝 Our Commitment to You: Respect for Your Time: We value every candidate and invest significant effort into each step of the hiring process. Transparency: We strive to maintain clear and open communication, ensuring you are informed at every stage. Support: We are here to assist with any questions or concerns you may have. 📢 A Request to Candidates: Timely Communication: If your situation changes or you are no longer interested in the position, please inform us as soon as possible. Your prompt response helps us manage our time and resources effectively. Professional Courtesy: Not showing up for a scheduled interview without any notice is unprofessional and reflects poorly on your candidacy. It affects the entire recruitment process and impacts other potential candidates who may have missed an opportunity. Stay Engaged: We understand that circumstances can change, and we appreciate your honesty. Keeping us updated ensures a positive experience for all parties involved. We believe in fostering a respectful and efficient hiring process. Let's work together to ensure mutual respect and professionalism in every interaction. Thank you for your understanding and cooperation. #HR #Recruitment #HiringProcess #Professionalism #JobSeekers #CareerAdvice