It is difficult and inefficient to recruit, which will bring a vicious circle, especially those excellent candidates who will not stay in the talent market for too long. When you finally make up your mind to offer him a job, he may have found a better job. Therefore, if you are eager to improve the recruitment quality, you need to optimize your recruitment process, improve your decision-making efficiency and provide a better candidate experience for job seekers. Especially in today's increasingly fierce competition for high-end talents, it is ideal if candidates can complete the recruitment process within 1 day.
1 day recruitment benefits
Some people may think that it is too hasty to make an offer within 1 day just after several rounds of simple interviews-especially since this position is so important and the salary is not low? However, there is no evidence that spending more time in the interview can improve the quality of recruitment and the success rate of recruitment is higher. An excellent candidate can always show his high quality in the interview. You can examine his real ability through a structured interview based on behavior.
Making a decision within 1 day will not reduce the quality of your recruitment, but will bring many benefits, such as:
Impress the applicant-you can get an offer on the day of the interview, which shows that your company has efficient decision-making and good development prospects. After the interview, you can give an offer soon, which will also make the applicant feel that the company values him very much. A good candidate experience will prompt him to make a quick decision. After all, few people are keen to run around in an interview.
Impress the manager of the employment department-why is the cooperation degree of the employment department always not too high? Have you ever thought that because you take up too much of his time? If you can complete the recruitment within 1 day, they will be happy to cooperate with you to complete the relevant work. At the same time, it will also make them reflect on how to speed up their work efficiency, because any delay may miss outstanding candidates.
Faster means higher productivity-completing the recruitment and filling the vacant position within 65,438+0 days means that this position will produce output soon and create value for the company's business development. Vacant positions are quickly filled, which is also a good incentive for the morale of the existing team, which can also improve productivity.
Faster means higher admission rate-the longer your recruitment cycle, the more opportunities the candidate will face, the more questions he will have and the more complicated the issues he will consider. If you make an offer within 1 day, his consideration will be much simpler and his chances of changing his mind will be reduced. Many excellent candidates are in a state of "riding a donkey to find a horse" when looking for a job. While looking for a new job, they are also bargaining with their former employers. If you make an offer within 1 day, it will prompt him to make a quick decision.
Speed is your competitive advantage-there is fierce competition for talents in some positions. For example, popular php technical talents are basically in a scarce state, so excellent candidates never lack the favor of enterprises. If you want to grab such talents, the traditional recruitment process is obviously not applicable. At this time, it will soon become your competitive advantage and enhance your position in the eyes of candidates. ...
How to achieve 1 day recruitment
Even so, 1 day can really recruit people. There are many reasons, so I won't go into them here. However, 1 day recruitment is feasible. If you decide to try, the following work must be done well:
Determine what position is suitable for 1 day recruitment? -1 day recruitment is suitable for all positions and should only be aimed at those positions with 5%-20% difficulty. Because only the outstanding candidates for these positions stay in the talent market for a short time and the competition is fierce.
Determine the qualifications of candidates suitable for the recruitment position of 1 day? -Pre-selection is the core of completing recruitment within 1 day. You need to define the screening criteria for the position, find enough candidates who meet the skill standards, and initially evaluate whether he matches the corporate culture and team, and then recommend candidates to the hiring department manager.
Determine which hiring managers will participate in 1 day recruitment? -You need to recruit the right candidate within 1 day, so you must ensure that the whole process is efficient and accurate. You need to fully communicate with the manager of the employment department to ensure that he knows his role and responsibility in this process.
Determine when to implement 1 day recruitment? —— In order to achieve the recruitment of 1 day, the protagonist of the recruitment must be present. It requires excellent candidates not to come forward, and the interviewer can make a quick decision (a rule must be made: those who are not involved have no right to vote for talents). Some companies will set a certain day of a month as "recruitment day", while others will choose weekends or holidays because it is convenient for everyone.
Consider pre-assessment and background checks-pre-assessment is essential to reduce recruitment errors. Pre-evaluation methods include telephone interview, online questionnaire or online skill knowledge test, so that you can know more about the real situation of candidates. As for the background check of candidates, many companies conduct it through a third party.
Consider structured interviews-interviews are the key to 1 day recruitment. If there are many people interviewing, everyone's interview time is quite limited, and it is more difficult to determine the right person according to the interview. Therefore, it is necessary to draw up the interview questions and evaluation criteria recognized by everyone in advance to help you make a quick decision. Relevant data can be archived and compared with the final recruitment effect to help optimize interview questions and methods.
Pay attention to determining the admission criteria of candidates during the interview-if the candidates are suitable, it is also a knowledge to give an offer at that time. Therefore, in the interview process, it is necessary to fully identify the applicant's dissatisfaction with the original job and expectations for the new job, and understand the acceptance criteria of the applicant's offer, so as to provide a more competitive and attractive offer.
Pay attention to the candidate experience in the recruitment process-in the recruitment of 1 day, the candidate is equivalent to your customer. From pre-invitation, arrival reception, interview waiting and interview, we should pay attention to creating a warm and comfortable candidate experience.
If you are not sure, consider offering a delay option-not all candidates can make a decision immediately, and if you can't make up your mind at that time, you can tell the candidates clearly. By making an appointment to communicate again, you may be able to dispel your doubts about the qualifications, background and matching degree of the candidates.
If you are sure, you can consider giving incentives-if the candidate is excellent, you expect to recruit him. Consider giving candidates a small incentive, such as "If you accept our proposal today, we will give you a certain amount of cash or gifts."