BE AN EXCELLENT RECRUITER

Be an excellent recruiter

As we know recruitment is one of the essential part of the HR related activates. We can’t take recruitment unconscientiously. Most part of the HR activities starts from recruitment and if the intake is dreadful in any business then it affect the whole culture of the organization.

It is very necessary to know the type of business before the recruitment. A recruiter is supposed to very much aware of the required skills for a specific business. A recruiter mostly recruits for three levels which are 

1.      Junior level

2.      Middle level

3.      Senior Level

For all this levels few things are common which has to look after by the every recruiter like the defined role and responsibilities for every position or levels, skills, experience, and the qualities to contribute to the business. Recruiters have to create a pool to attract the candidates. It should be clear that as much the volume of the candidates that much will be the good opportunity to full fill the required candidates. A recruiter must have to look after the two sources of candidates.

1.      Internal sources

2.      External sources

For internal sources recruiters have to think for the suitable candidates from inside the business which is also known as IJP (internal job posting) in many organizations. Recruiters have to identify the staff that is capable for a sensible career development moves towards organization and him/her self. For external sources there are many tools to like advertisements it may be online or print media, Job portals, encouraging existing employees to make contacts, contacting universities and colleges, placement agencies and head hunters.

When the all the data of the candidates has been collected then recruiter has to short the few best of all them then have to arrange the interviews. According Dr. Tom Denham there are 8 types of interviews.

1. Informational Interview

The objective of this interview is to ask for advice and learn more about a particular career field, employer or particular job.  Interviewing experts in their field is one more way to become more occupationally literate.  The knowledge that you gain here will make you a sharper and more informed.  You will also make a contact and further develop your network.

2. Screening or Telephone Interview

A phone interview is a very cost effective way to screen candidates.  These can last anywhere from 10 to 30 minutes.  You should prepare for it like an open book exam.  It is recommended that you have in front of you your resume, the job description, a list of references, some prepared answers to challenging questions and perhaps something about the company.  The vast majority of communication is non-verbal.  Because they can’t see your body language, it is critically important to have positive and polished answers with energetic tone and inflection.  Be sure to ask what the next step is.

3. Individual Interview

This is the most common type and often called a “personal interview.”  It is typically a one-on-one exchange at the organizations offices.  In order to best prepare you will want to know the length of the interview which can usually range from 30 to 90 minutes.  If the interview is 30 minutes you have to be concise and have a high impact with your answers.  If it is 60 or 90 minutes you will want to go into much more depth and use specific examples to support your generalizations.

4. Small Group or Committee Interview

This is where you will be meeting with several decision-makers at once.  This can be an intimidating experience if you are not prepared.  It’s an efficient way to interview candidates and allows for different interpretations or perceptions of the same answer.  Be sure to make eye contact with everyone, no matter who asked the question.  It’s important to establish rapport with each member of the interview team.  Try to find out the names and job titles of the participants.

5. The Second or On-Site Interview

After your first interview, you may be asked back again for a “second date.”  They like you enough that you made the first round of cuts, but they would like to know more about you before making their final decision.  Second Interviews can last either a half or full-day so it is best to check again and get an agenda.  You may be meeting with three to five individuals.  This may include a representative from Human Resources, the department head, the office staff and the department head’s supervisor.  Be alert and enthusiastic at all times!  The more you know about the structure of the process, the less anxious you are going to feel and the better you will perform.  This is the last step before an offer is made.

6. Behavioral-Based Interview

The theory behind Critical Behavioral Interviewing (CBI) is that past performance in a similar situation is the best predictor of future performance.  CBI probes much deeper than traditional interviewing techniques.  You should prepare by thinking of specific examples that demonstrate your competence in core behaviors such as teamwork, problem-solving, communication, creativity, flexibility and organizational skills.  You will want to tell your story and structure it by stating your answers in terms of the situation, the task, what action you took, and what was the result or outcome.

7. Task Oriented or Testing Interview

This is a problem-solving interview where you will be given some exercises to demonstrate your creative and analytical abilities.  A company may ask you to take a short test to evaluate your technical knowledge and skills.  Sometimes a presentation to a group is necessary to determine your communication skills.  Try to relax as much as possible.

8. Stress Interview

During this rare type, the interviewer tries to bait you, to see how you will respond.  The objective is to find your weaknesses and test how you hold up to pressure.  Such tactics as weird silences, constant interruptions and challenging interrogation with antagonistic questions are designed to push your boundaries.  The question you have to ask yourself is: Do I want to work for a company that treats me this way even before the offer is made?  Rethink the corporate culture.

  After the selection of the candidates there should be a decision about their appointment and risk and benefit of appointing should be clearly explain. All the term and conditions between employer and employee has to explain to candidates and should be mutually agree.    

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