RECRUITMENT TIPS

RECRUITMENT TIPS

Architects and Engineers are only two of the hardest to fill-in jobs in the country. Most of these professionals prefer going abroad basically because of higher perks they would receive in another country. It has always been a challenge to get employed as a Talent Acquisition or Recruitment Officer of this kind of industries. It is in these specialized industries that ones resourcefulness in finding the most fit candidates gets tested and proven.

Aside from being totally resourceful, strong selling and negotiation skills  are also a factor. Recruiting for the company is like selling its good image and the opportunities it may offer to the candidate. Learning the art of building relationships which start with being more open in communication and being friendly makes the company the employer of their choice, sometimes.

With the abundance of job engines, networks and tools , it makes the job of the recruiter easier. But it depends on how effectively the recruiter uses it. The recruiter should have the mentality of a hunter. Meaning to say, to be a hunter is not just to simply log in - on jobstreet.com or monster.com and keep on searching ‘till noon. The recruiter does not stay passive , he/she should be active in head hunting.  A recruiter is someone who calls, uses social media to contact the possible candidate, and builds a network among the applicants in order to find the most qualified one. A good recruiter does not only search for applicants the whole day but to look at how these candidates could fit into the organization even though there is no available position at the moment is more valuable.

A Recruitment Officer/Manager could catch more bees with honey than they can with vinegar. In other words, to attract more applicants, even for a very hard to fill-in positions, one must be approachable and personable. Answer phone calls and inquiries as much as you can, contact them via E-mails, or let them follow-up the status of their application and most important of all,give an honest answer and feedback. That is always a consistent rule, do not give false hopes but answer in a very polite manner with whole honesty. No one goes astray with being honest and sincere.

SUGGESTED RECRUITMENT TOOLS

• Employee Referral Program – This is one of the best HR Practices wherein existing employees can refer their former colleagues, friends and classmates for the vacant post. When the referred candidate becomes regularized, then the one who referred will get a Referral Reward or an allowance. In some companies, they give a 10,000 reward for the most hard to fill-in post; then 8,000 to the next; 5,000 and so on. It is very important that a course plan of actions is built before its implementation in order to set the doable direction .Let’s say, is there any budget for the reward? What are the guidelines and mechanics? It is necessary to understand how the team operates and then, plan accordingly.
• Extend the Referral Program to external sources such as your networks, buddies, seminar classmates, etc. Have an unlimited sources to have a variety of applicants to choose from. Give them rewards, too.
• Put a notice on the information board so that the whole organization could know the latest vacancies.
• Pull manpower from other companies in the same industry. Pirating is the term for it. This practice is unethical for some but that’s the trend now especially when it comes to scarcity of resources.