What Not To Do During Recruitment And Hiring

In this tougher, more competitive environment businesses need the best talents for

the job to drive innovation and maintain the high quality of their products and services. That"s why recruitment and hiring is crucial. This requires finding talented people that are right for the job: those that have the experience, attitude, education and that would seem to be a good fit with the company culture.

Here are some pointers when finding the best people for the job:

* Do not overlook emotional engagement. We would, naturally, look for the experience and the qualifications when looking for candidates for the job but authors Teresa Amabile and Steve Kramer, in their article "Talent, Passion, and the Creativity Maze" which was published in Harvard Business Review, recommend also looking for people that show passion for what they do. People that are not as passionate or emotionally invested in the job, according to Amabile and Kramer, are not likely to be deeply engaged enough to be at their most productive and creative best. Once hired, the company should continue to keep these quality employees highly motivated. "The single most important thing" to do, according to the Amabile and Kramer, is to always show support and encouragement for the minor and major breakthroughs, particularly on the projects that these employees are most passionate about.

* Do not forget to plan and prepare. The recruitment and hiring stage should begin with consultations with managers, the HR director, department supervisors and even the employees themselves. This is so you can gain insight on improving the processes in talent acquisition. You can also find out what requirements to prioritize for the particular vacant position and the depth of experience, training and education that the position requires. Knowing these would also help you draft a better job description. A better, more accurate job description also helps you have a better idea of what the vacant position"s salary range should be.

* Do not skip the internal application process. Encourage those that are already employed in the company to consider applying for the position. This gives you more options in finding the best person for the job. An internal application process should become a permanent component of your company"s comprehensive hiring process.

* Do not hesitate to tell employees that the company is looking for people with specific qualifications for the vacant positions in the company. Most companies encourage employees to inform as many qualified candidates as possible through an employee referral incentive program.

* Do not use just traditional media to spread the word that you are looking for the best people for the vacant positions in your company. Post classified ads on traditional media but don"t forget non traditional media. Aside from online ads, use social media to reach as many people as possible. Ask leaders in your industry to help spread the word that you are hiring. They might even have someone in mind for the position. And they might be able to help you post a job ad in the industry association website. Doing these could make a huge difference in your recruitment and hiring process.

by: Kylie Milan

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