Recruiting the best candidates is vital to the success of any organisation. In the latest article from Go Zambia Jobs we outline how employers and recruiters can avoid costly recruitment mistakes and explore several techniques to ensure that you employ the best candidates in Zambia.
1. Understanding the Job
At the beginning of any recruitment process you should think about the purpose of the job as well as the qualifications, skills and experience required for the role. You can then develop a detailed written job description that will properly describe the role and your requirements. Producing a detailed job description will help you to attract the best candidates whilst cutting down on the number of time consuming unsuitable candidates. It will also act as a point of reference during the interview process. You can then easily add you job description to www.gozambiajobs.com allowing you to connect with suitable candidates in Zambia.
2. Candidate Shortlisting
Candidate shortlisting helps you to identify the best candidates to invite for interview and/or further assessment. Efficiently shortlisting candidates will save you time and money interviewing unsuitable candidates. A fast and effective way to shortlist candidates is to score each application based on the criteria stipulated in the job advertisement. Candidates with the highest score are then invited to the next stage.
Now that you have a shortlist of candidates why not spend a few minutes researching each candidate? A few minutes researching each candidate now can save you time and money interviewing unsuitable candidates. A Google search of the candidate’s name and a social media search (LinkedIn, Facebook, Twitter) might help you to identify candidates who have provided misleading information in their application or who may be unsuitable for your organisation.
4. Job Interviews
In a job interview it is important to evaluate a candidate based on the job description that you produced at the start of the recruitment process. Interviewing is a human process and it is important not to be swayed by how well you get on with the interviewee and their natural charm. There is no point in spending time and money recruiting a candidate who you like but is unable to do the job. To help reduce this risk you should:
- Ask all interviewees the same questions
- Score all interviews based on the answers provided to these questions
- Have more than one person conducting and scoring the interviewee
- Take notes on the answers provided for review post interview
- Review the interview together with the application once all interviews have been done
5. Additional Techniques
- Extra Interviews. Carrying out 2nd or 3rd interviews can help you to find out more information about candidates and their suitability.
- Personality Tests. Personality profiling can be useful in providing insight into candidate’s personality and any areas for potential development.
- Aptitude Tests. Aptitude tests can be useful to assess skills essential to the role. For example, it may be useful to test the typing speed of candidates for a typist role, or it could be useful to test the mathematical skills of candidates for accountancy or finance roles.
- Group Assessments. Group assessments help to ascertain how candidates interact within a group of people and uncover personality traits such as leadership skills etc.
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