How we can do better as employers and recruiters

By Carolyn de la Rosa
Operations Director

It’s the eleventh month of the year, and as we look to embark on this Advent Season of preparation and reflection, we have gathered some tips to help new employers or hiring managers to improve their recruitment process to make a meaningful impact on their processes in the new year 2023.

The tips are aimed to advise on how to improve the talent pool and to maintain a high quality of candidates within an organisation by attracting the best applicants during the initial hiring process.

Over the last few years, we have seen an increase in the number of entrepreneurs, and growth in the staffing capacity of small/medium-sized enterprises.

JobsTT’s Christmas offering to you, as we wind down 2022, is the sharing of some worthwhile tips from the methodology we use to:

• Create job descriptions
• Review applicants
• Provide feedback at all stages of the process

Tip #1 Consider the candidate’s experience

While a complete job description may ask for academic qualifications and (or) training in a specific field, this should not be the sole determining factor to eliminate or consider a prospective candidate who may have detailed and exceptional work experience. While there are some fields where the qualifications are simply non-negotiable (law, medical, engineering, IT), the recruiter and (or) hiring manager should consider the applicant’s experience as a combined package.

Tip #2 Be transparent with your offer

From research conducted by the international job board Indeed.com, the data shows that 67 per cent of job seekers prioritise salary as a deciding factor and 63 per cent focus on benefits. If possible, disclose the compensation package being offered with the job when advertising. If you prefer not to be specific, a rule of thumb is to post the starting salary range for prospective candidates. This allows the potential job seeker to determine upfront if they will apply and continue to the next recruitment stage once shortlisted.

Tip #3 Embrace digital platforms and social media trends

Let’s face it – we’ve catapulted into the online realm thanks to Covid-19. All social media platforms are relatively free—some with paid features that give you an edge. Most active job seekers seek out possible vacancies through search engines and social media platforms (specifically Facebook and LinkedIn). Ensure that your company has a presence on either or both platforms for better mileage in job ads.

Tip #4 Be honest and upfront about the expectations of your ideal candidate

Sometimes, the role being advertised may not be the crème de la crème job, or perhaps does not offer the highest salary band, but is at the lower end. You can always sell the other benefits of your organisation. At the very least, this disclosure may reduce the number of candidates received, but at the very best there is an honest and open channel of communication as an employer. Essentially no one’s time is being wasted.

Tip #5 Value quality over quantity

While it may be a great achievement to have 200+ persons applying for a vacancy, an equal disappointment is out of this large pool, that only three are listed as quality/relevant candidates. A combination of factors can increase the quality of applicants being received (accurate job descriptions, niche market, strong employee brand, and recruitment budget). Place value on who applies versus how many apply.

Tip #6 Understand the importance of the recruitment process

One common misconception an employer may consider the recruitment process as: posting a vacancy notice, screening CVs, hiring the preferred candidate, and punto finale. By understanding the Key 7 Steps in the process, the hiring manager can plan and manage an effective and productive process from end to end within a feasible time frame.

7 Key Steps – Recruitment 101

• Step 1: Identify the hiring needs. What are your existing hiring needs?
• Step 2: Prepare/amend job descriptions
• Step 3: Devise your recruitment strategy. How will you attract the target audience — internal/external candidates?
• Step 4: Screen and shortlist candidates. Have clear transparent criteria documented
• Step 5: Interview process. Have standard Competency Based Questions with objective scoring and collation templates
• Step 6: Make the offer and close the offer
• Step 7: Employee onboarding.

So, here’s to you heralding in a re-energised recruitment strategy for 2023.

Are you an SME and need some advice on additional HR support and recruitment needs? Reach out to our team at info@jobstt.com or info@progressivett.com

We can jump on a quick call at (1-868) 384-2367.