Employees are the lifeblood of any company. A company runs because its people bring its objectives forward and meet its goals. This fact puts recruitment as a very pivotal process for any organization. It is during the recruitment process that recruiters assess and select the right people who would fill in job positions and contribute to the company’s success.
Some recruitment departments do it better than others, which propels them to be a top global company. These global companies pride themselves that they have recruitment teams who handle the process as intricately as they can. Moreover, recruitment is essential because the people coming in are the future executives who could drive the company’s growth and success in the coming years.
With the changing demographic of applicants and the rise of different ways to deal with them, below are the key things recruitment managers of top global companies do when they are hiring:
- Valuing what’s on the résumé
When looking at numerous résumés, top global companies don’t believe that it’s possible to have a 1-page document of an applicant’s complete competency. They give importance to the person’s major wins, attributes, certifications, and skills. They look at what the candidate can add to the company. Furthermore, they truly analyze the résumé.
Applicants surely put their best foot forward when trying out for a job. As a recruiter, make sure that you see beyond that and know the applicant more than the piece of paper you’re holding.
- Making the interview a two-way process
Top global corporations not only look for someone great to work with the company but also look for people who want to be part of something awesome. Highly interested candidates will ask about the company culture and how it deals with its challenges, and you should be ready to answer that as a recruiter.
Letting the candidates know a little about your organizational culture gives the company a great brand image and an inclusive vibe all throughout.
- Being mindful of diversity and culture
Hiring managers of global companies embrace diversity when recruiting. Leveraging diversity within an organization promotes diverse ways of thinking and, therefore, produces better products and services. Diversity and culture are part of the 2017 recruitment trends, and it’s a sin for you to not ride with the tide.
Diversity includes but is not limited to the following factors: race, ethnicity, gender, sexual orientation, religious affiliation, generation, disability, personality type, and thinking style.
- Giving importance to the applicant’s personality
A candidate can excellently prepare for an interview, but recruiters of top global companies don’t want rehearsed answers. Instead, they want to hear the passion and conviction in the applicant’s voice.
So, ask candidates questions that would allow them to show their critical thinking and problem-solving capabilities. Also, try to throw in some personality questions to see if the applicant will fit the company culture seamlessly.
- Maximizing talent networks
LinkedIn® and other talent networks are the top sources for talents, and that’s a part of the trending recruitment facts. Top global companies do not just hire for the time being. Instead, they build a talent pool to attract people of diverse backgrounds, experiences, and personalities besides the candidates themselves.
As a recruiter, it’s not enough that you post jobs in those portals mentioned. You should publish content that also promotes your company’s culture and how you celebrate the successes of your employees.
Tomorrow we’ll hear more from Page on this topic, including employment branding and technology and software.
Edward Page has proven himself to be ThisWay Global’s guide in recruitment technology. As a Business Development head, he leads a team to keep on pushing the envelope when it comes to using technology for recruitment—a hiring process that focuses on diversity and less on the bias.