One of the biggest assets for any company, is its workforce. The employees. Now, there’s a reason why the term was coined to be called Human ‘Resources’. Indeed, it is a resource for an organisation. And thus, it is crucial for the organisation to hire talent befitting their own goals. Carrying out the process of recruitment in a frenzy, or a haste, can quickly turn this asset into a liability. And a heavy one, at that.
So, what is it that sets the right techniques of hiring apart from wrong?
Are there tips to note when hiring for a large organisation?
Is the recruiting different for start-ups?
Let’s find out.
Numbers and metrics of and for an organisation do not matter if there are no employees to uphold them. Companies must note that it is the employees who work towards the achievement of the organisation’s targeted goals, and thus the future of the company quite largely depends on their present team.
For a very long period, recruitment was considered to be a time consuming and an expensive process. But with the advent of technology in the sorting and selection of candidates, the process has become smoother and cost-efficient.
The Concept of Recruitment
The core of this process is to derive a match between the available position, the description of its tasks, and the candidate who fits into the right block. Human Resource departments pace metrics to help them form a pool of applicants, shortlist candidates from the pool, interview them to assess their skills and derive a match, not only with the listed job, but also with the organisation.
The more applicants for a particular role, the more diverse the options to choose from. The technological components like the Applicant Tracking System, have made it easier to attract suitable applicants and further simplified the process of segmenting the pool for optimal selection.
Gone are the days when recruitment was a heavy task!
Benefits of Recruiting Right
Recruitment done the right way, can prove beneficial to an organisation in more ways than one. Let us look at a few benefits of recruiting right.
- Adds talent to the organisation – Attracting optimal talent is crucial to the growth of any organisation, irrespective of their industry. Hence, recruitment plays an integral role in defining the path towards the future. Adding the right talent acts as a steppingstone towards futuristic leadership and expansion.
- Increased authority – Recruiting techniques help organisations build an authority in their market segment and among their potential clients. How a company hires and retains talent, goes on to show a lot to investors and clients as to how they can expect to be treated.
- Ensures operations are carried out effectively – Filling vacancies at the right time can help a company maintain its pace of operations and not lag on projects. Simply put, the right techniques of recruitment can ensure a smooth flow of business activities.
- Addition of value – Every organisation wishes to expand at some point. Scaling a business is a natural process. And yes, recruitment plays a part here, too. Recruiting according to the needs of future projects, allows room for more projects to be taken up, while ensuring that the time and quality of existing projects are not compromised. This allows business to flow in and thus promotes expansion.
- Diversifies company activities – Effective methods of hiring, can contribute when an organisation is looking to branch out into a new sector. In such cases, the brand name and goodwill of the company precedes the impact of the team, due to their previous activities.
- Caters to future requirements – most successful firms know exactly what their short- and long-term goals are. And they strategize accordingly to attain those goals. But like we mentioned above, it is the employees who work towards the achievement of the set goals. It is noteworthy that the right team propels the firm’s endeavours.
- Correct techniques prove to be cost-effective – Keeping up with the current trends and including the necessary technological changes in the due process, allow organisations to turn recruitment into a cost-effective process.
The Personal Touch in Recruitment
Though Covid-19 has made the entire procedure of recruitment, digital, it is imperative to remember the power of face-to-face interviews. Recruitment involves analysing human behaviour. Good hiring managers know the requirement of their team and can judge how candidates react to situations within an interview. The interview itself is a meaningful interaction that can indicate a lot about the fit between the candidate and the existing team and the leader. Recruiters can assess a lot from the body language of the candidate. They understand the difference between nervousness and lack of knowledge/skills.
But, knowing what the hiring needs are, helps recruiters analyse the personality and abilities of those shortlisted.
Let us now find the difference between recruitment at established organisations and those at start-ups.
Recruiting at larger, established organisations
- Bigger organisations recruit for specific needs
- They prefer a specific set of skills for the tasks implied in the job description
- The role of the job is a part of a larger structure, which contributes to the development of projects
- An expected career trajectory is set out before the candidate upon asking
- Diversity is preferred
Recruiting at start-ups
- Hiring is done for personalities, rather than pure job descriptions
- Expect role to change with needs of the organisation
- Though duties are mentioned, interview process may see hiring managers be open to inclusion of additional duties, as per candidate’s skills
- Flexibility, in terms of growth and expansion, reflective in the interview process
Though most companies, established and start-ups alike, may post certain duties and responsibilities in the job description, it is quite prevalent to hire for a balanced mixture of skill and personality.
Recruiters know that experienced candidates bring in skills, while the newer (entry-level) members need to be scanned for their ability to adapt and emerge. In either case, companies look towards candidate who fit the larger picture – matching the job description along with the organisation’s goals.
What do you think about the future of recruitment techniques? Let us know in the comments below.