3 Key Recruiting Skills Every HR Needs To Know

By Perminus Wainaina 

How do you ensure you’re recruiting the right candidate?

Joseph recently got a job as a HR manager at a real estate firm. While reviewing the company to determine how best to execute his duties, he noticed a high turnover in employees. Upon further enquiry, he noticed most of the employees barely stayed for more than six months.

Joseph was tasked with filling various vacant positions in the organization. Concerned the high turnover trend would continue, he sought to understand how to carry out a successful and effective recruitment process.

Here are a few factors to consider when you’re looking to recruit efficient staff who’ll not only stay in the company but will also be dedicated to advance the organization.

1. Incorporate data in the recruitment process

Interviewing can be a highly emotive process. While most hiring managers will review the candidate’s qualifications, skills, and experience, some will qualify or disqualify a candidate based on one aspect.

For example, there was recently a case of a HR who would not hire from a particular tribe. This can greatly affect the quality of applicants to choose from.

One way to ensure you have a successful recruitment process is by using a candidate’s previous data.

For instance, if you’re hiring a candidate with years of experience, you can ask for a performance review from their former employment. This will help you form a better understanding of the candidate’s competencies and skills.

2. Include relevant professionals in the recruitment process

When recruiting, you should familiarize yourself with the field you’re recruiting for. For most hiring managers, they do this while creating job descriptions for the various roles.

However, it’s important to realize the information you have about the field may not be enough to base a candidate’s competency and suitability to the job. For example, if you’re recruiting a technical position such as a software engineer, you can include a professional with a deep understanding of the field.

With the help of the expert, you’ll be able to accurately gauge how well the candidate can perform the tasks assigned.

3. Create a relationship with the candidates

When recruiting professionals, you likely have several candidates to choose from. This can make the process feel tedious. However, remember the objective is to get the best-suited candidate.

You also want to recruit someone who can get along with the colleagues, a candidate who contributes ideas, is part of the team and understands the culture of the company. To get the ideal candidate, try and create a bond with each candidate.

Understand their values and character. For example, while most candidates will say they are team players, look if they can share an example or two, where they had to work as a team.

While going through the candidate’s CV, pick out some of the key qualities they’ve indicated.  Then formulate questions that will best showcase these skills. You can achieve this by including more open-ended questions.

Ultimately, when you’re recruiting, you want to ensure the candidates will effectively perform at their duties and responsibilities. Moreover, you’re also looking for a candidate who will get along with the others, and not necessarily cause chaos. These tips will help you get the most suitable candidate for your positions.

Do you have a recruitment need or do you need advice on how to get the best employees when recruiting? Reply to this email with your questions and we will offer professional advice and assistance.