It’s that time of the year where you may have created a new position to serve your company’s growing needs or are looking to replace an employee. How do you identify the right person out of the dozens of CVs you get from a job ad?
- Prepare For Recruitment:
What do you want from this employee? Do a thorough job analysis to figure out what the role entails, the skills required to perform it as well as the personality that is best suited for it.
From this information, you can prepare a job description that is very specific to your company’s needs. Generic job ads tend to attract generic candidates looking for any job.
- Post the Job in Appropriate Platforms
A long time ago, most jobs used to be advertised on the classified ads section of the newspaper. Now the game has shifted online and there are several options. Depending on the role in question, you can post job advertisements in Kenya on:
- Social Media: This will attract candidates in your networks who can then refer their contacts.
- LinkedIn: This platform attracts serious professionals but the turnaround time may be slower.
- Job websites: In Kenya, this is the most conventional meeting point for job seekers and employers. Here, you are likely to attract a diverse pool of candidates in a short period of time.
- Prescreen Your Applicants
To avoid wasting time interviewing candidates who are obviously not a good fit for your company, you need to screen applications very carefully.
Pay attention to the candidate’s cover letter. Is it tailored specifically to suit your job description or is it generic?
Note the applicant’s accomplishments at their previous positions. Hiring someone with a proven track record is desirable. If the applicant is a fresh graduate, check out activities listed such as internships or volunteering jobs.
Has the applicant worked in a similar role to the one advertised? Do they have the pre-requisite experience level?
Such questions can help you shortlist a few, ideally 3-5 applicants to interview for the job.
- Outline Your Interview Process
If you will be conducting the interviews yourself, it is a good idea to prepare a list of questions. Remember, you want to gauge what is not already on the applicant’s CV.
Tailor your questions to help you learn more about the applicant’s personality, emotional intelligence, creativity, social skills, integrity and drive.
Ask them questions about your company to see if they prepared well for the interview.
Also give the applicant room to ask questions about the position and your company. The interview is a two-way process as candidates also need to know if they can fit into your workplace.
Look-out for nonverbal cues from the candidate such as body language and overall appearance.
These are some of the most important cues that can make the difference when choosing between one candidate and the other.
Sell your company vision and culture as well. Tell them why working for you would be good for their career.
5. Conduct Background Checks
After the interview process, you naturally have an inclination towards one or two candidates. Sometimes, this can make you overlook the most important part of the employee selection process- background checks. People are not always who they say they are so you need to protect your company from risk.
Aside from calling their professional and education references, some jobs require a credit history check. You should also consider looking at the candidate’s social media profiles to get a better glimpse into their personality.
Only after you are sure the person’s character and work ethic will match your company’s culture should you make an offer.
Overall, recruitment is a rigorous process but you should not take shortcuts if you want to hire an employee who will not only perform but stay long term.
You should also consider hiring through a recruitment agency. This gives you access to a wider database of professionals to shortlist from. Additionally, they can help with the interview and vetting process to ensure you only receive the most well suited person for the job