Hiring new employees is integral to every organisation. No matter how
good the work culture is most of the employees do leave the company at some or
the other point of time.
But, either due to a new requirement or the need to
fill up the position, the work of HR recruiters gets tougher.
Finding a good
candidate for a position is a mammoth task. A candidate that ticks the
checklist is hard to find.
Even after hiring the candidate, you have to assess
if the candidate was the right hiring. Judging the performance of the employee
in the probation period the right way is crucial, otherwise, you will end up
keeping a not so worthful candidate as a permanent employee and the same will
keep affecting the bottom line for a long time.
In this blog, we tell you the way to evaluate
new hires, read on.
1.
Make the candidates come to you- To eradicate the problem of not being able to
find the right candidates, you should start positioning yourself in the market
as a great place to work. This will help you attract the best of the talent.
Isn’t it great that the tables will turn, you will start receiving applications
from them? You may not even require making cold calls to the candidates, you
can simply go to the repository in the HRMS software you use and then call them for an interview.
2.
Use the predictive analysis for better hiring- Irrespective of the role you are hiring the
candidate for, it is important for you to make use of technology. Not only does
it make you more unbiased and saves you from the unintentional bias but also
ends the hiring process faster and increases your chances of hiring the right
personnel.
3.
Look for passionate candidates- There are some people who are more of the job
surfers, and then there are others who are passionate, looking for stability
and are just more loyal. For instance, there are companies like Roche and
Hilton that have an automated process to identify the serious candidates for
the job in the initial phase of the interview itself. You don’t need to spend
time developing a complex process. You can rather deploy an HR software that has this as an add on feature.
4.
Do check their social media profiles- No, we are not asking you to stalk the social
media profiles of the candidates but yes, before giving a heads up to any
candidate you must check their social media presence out especially the
professional profiles like LinkedIn and more. All of this can help you gain
more honest insight into his profile, thoughts and work.
5.
Assess with a test prior to hiring- Assessing the candidates even before they are
called for an interview saves a lot of your time. For instance, whatever the
profile is, you can give them a basic test to check their knowledge, soft
skills and more.
6.
Run a test drive in a real workspace- If you want to see the real caliber of the
candidates you are considering to hire, you should give them a task in the real
workspace. This will help you understand how well he is in doing the job in
real-time. Brands like Starbucks use this test drive thing to evaluate the
readiness of the prospects.
Don’t believe all that they say- It is essential for you to ask the
hiring manager to scratch the surface, that is, to look beyond what people say.
While taking the interview, you should listen very carefully and ask the kind
of questions that can help you know more about the professional and personal
traits that you are looking for in the professional.
Little things like eye
contact, body language, email communications, and attitude, word selection can
speak a lot. HRMS software can help you a lot in this regard, so don’t forget
to leverage that optimally in the recruitment process.
