1. Sex Sells!
How much sex appeal has the job? The stress curve lies between desire and reality. Do not spread expectations that can not be kept. The disappointment about the fact that the job advertisement differs too much from the actual daily business can hardly be absorbed.
Tip: But do not put up any dissuasive requirement catalogs. We experience again and again that it is the extremes that dominate. - Create a healthy mix. Look at the job from the outside and work out what makes the position attractive.
2. Quality is achieved through coordination
Requirement profiles that are not up-to-date, that are not in line with the market, that have not been reconciled between the specialist and HR departments, cost important time.
Tip: Take the time and prior to the publication of job advertisements, get in touch with the department head and, if necessary, with the respective team members, in order to clarify the professional and above all the human requirements for the candidate. But also take a look at the current market conditions.
3. Structure ensures your recruitment process
Lack of time planning and lack of structures in the recruitment process not only lead to applicants, even through automated e-mails, about the receipt of their application be informed. But also to ensure that applicants can not find out whether they are one step further in the recruitment process due to too long feedback times, only after weeks.
After this time, the job interviews often take longer. Qualified employees who are actively looking for a new job are often no longer available.
Tip: Implement a recruitment process with clearly defined times, which include both feedback, deadlines for the next process steps, as well as deadlines for a plan B, if the vacancy can not be occupied by the company itself in order to pre-empt financial impact.
4. Recruitment standards
Many companies pass qualified candidates because of careless mistakes in their curriculum vitae, because the photo was made poorly or because the common thread is not immediately obvious.
Terrifying, considering that many of these points can be dispelled by a short phone call.
Tip: Take the time for your future colleagues and give your candidate the attention that you expect from you. Consider whether your recruitment standards are still up-to-date.
5. Don'ts in the job interview
The interview, which is not on the same level, can lead quickly to the applicant's cancellation.
Dept. of departmental departments, which only cut down on professional facts, and people who take the well-known standard questions, leave the impression of a good team with the least qualified candidates who would like to work together in the long term.
Tip: The candidate market has changed; candidates should no longer have to present themselves to companies. Rather, an open discussion should be held with the candidates in order to recognize the personality of a candidate. At the same time, the company offers the opportunity to make a good impression even in the case of candidates who are rejected.
Through a qualitative acceptance of the candidate profile, both from a professional and a human point of view, through a focused search process across a wide variety of channels and through a tight application process, you will be able to fill almost all positions promptly.
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