2023/06/26
A company is just as good as its employees. That’s why hiring a person can make or break the business. Recruitment is a crucial function of the human resources (HR) team which involves a lengthy and methodical process. As part of the HR team, once you’ve started the process, think about the particular position you’re looking to fill and how much you’re willing to bargain once you’ve made an offer.
With the current situation brought by the pandemic, the recruiting professionals are also caught in the middle. Some active candidates have become more cautious as a result of the COVID-19 pandemic’s economic disruption. Meanwhile, many passive candidates—those who are currently employed and are not looking for a new job—might be hesitant to hunt for something new.
To adapt to this disruption in terms of hiring people, you need to develop a strong talent acquisition plan and make use of cutting-edge technology to get the job done. Keep reading to know how to staff your company with people of caliber and mettle.
Now that everyone can’t go out as much as before, they are utilizing the power of the internet and this is also the case with talent acquisition. To advertise a new job vacancy, most organizations use online career websites. You could start by listing on your company’s website to reach a certain audience and turn to internet job classifieds, both free and paid, to expand your reach. You can also collaborate with different industry entities and government agencies organizing online job fairs.
Make sure that before you post your job listing, the job description exactly matches the person you need. People like to follow specific role types. Make sure your description is specific to the kind of person you are looking for. You should also figure out the salary rate and include it in the job description. Hire the right people, so, as much as possible, avoid hiring the underqualified and overqualified ones. If the existing application pool does not provide the right individual for your job vacancy, you may need to revise your job description.
Once you’ve chosen a pool of candidates, give them plenty of notice before interviewing them to ensure you get the most out of them. During interviews avoid common standard questions because there’s a big chance that a smart candidate has prepared and rehearsed his or her answers. This will make the interview look like a predictable choreography and you won’t be able to know much about the candidate.
Instead, be creative in every interview depending on the role you are hiring for. Prepare unusual questions that can provide insights into how the person thinks. Better yet, put the candidate in a situation where they are more likely to show their true selves.
Remember that smart candidates will be prepared for the usual questions as they can just research it online and will find clever ways to sugarcoat answers to hide their weaknesses and vulnerabilities that will count as negative points on them. Often this strategy backfires the employer because it makes an applicant seem less honest and trustworthy.
Once a desirable candidate passed the interviews and examination, you should also consider conducting a background check to ensure there are no significant red flags before you bring the person into the workplace.
Lastly, keep improving your hiring process whether you are hiring employees for big companies or looking for talents to expand a small business.
It is also worth noting that the onboarding process has also a share of its challenges after recruitment just like making sure that the hired people have submitted all the necessary pre-employment documents and that they understand every detail stipulated in the employment contract.
Having an HRIS system in place can save you a lot of headache in settling down the company profiles of the new hires. EasyHR is an HRIS system with features, such as online and real-time employee 201 file storage and other HR automated HR functions.
One of the benefits of the HRIS system is it can help your company save time and money by automating most of the HR tasks, leaving you with more time to focus on strategic needs. EasyHR provides robust record-keeping by unifying all the employee records in one system. Visit https://human-incubator.com/easy-hr/ to learn more about this cloud-based technology.
The Social Security System or SSS has implemented updated contribution schedules for 2025, as part of the gradual changes introduced from 2021 to 2025. These updates are in line with the Social Security Act of 2018 (RA 11199), a law aimed at fortifying the SSS to ensure better benefits and long-term financial security for its [...]
Read More... from SSS Contribution Updates for 2025; What You Need to Know
The 13th Month Pay Report is an essential document that provides a detailed summary of the 13th month pay or year-end bonus allocated to employees. This report is particularly significant in countries like the Philippines, where the 13th month pay is a legally mandated benefit under labor law. Both employers and employees benefit from this [...]
Read More... from Everything You Need to Know About the EasyHR’s 13th Month Pay Report
Effective shift management is essential for businesses that rely on structured schedules to optimize operations. Whether you’re managing a retail store, a manufacturing facility, or an office with rotating shifts, keeping track of employee schedules can be complex. easyHR’s Shift Feature simplifies this process, enabling HR teams to create, edit, and manage shift schedules efficiently. [...]
Read More... from Effortless Employee Scheduling Made Easy with easyHR’s Shift Feature
Typically replies within a few hours
