It is seriously not easy to find a job as per your liking and once you are hired, it doesn’t mean that the battle is over. Being hired for a job doesn’t come with a guarantee and therefore you have to make sure that once you are onboard you work with the best of your abilities and commitment so that you don’t give the employer a chance to fire you.
To make sure that you are able to stay on your new job, here are the 5 strategies which can help you survive the crucial times and also assist you in creating job security.
- Understand the Job and Expectations of Employer
The first and foremost thing is to know about the position you have joined. It is mandatory for you to know what roles and responsibilities it brings along or what duties come under your profile. This is essential so that you know what is expected of you and you are able to deliver the same without any confusion.
In order to have clarity about your profile, make sure that you have gone through the job description. Not every company gives a written job description but to avoid miscommunication. Once you have everything in written, you are well aware of what the employer expects from you.
- Connect and Interact with Right People
When you are new at work, you need people who can guide you right, help you with understanding the process so that you can settle down in a smooth manner. It is very important for you to spot the right set of people who can help you deal with the initial phase. Connect with your supervisor or senior manager for guidance. Interact with your co-workers and understand how your job relates with their work. Ask for tips from your predecessors. The idea is to expand your knowledge to know more about the business in order to deliver better.
- Always Work on Polishing Your Skills
You need to stay ahead of the competition in order to survive it. You need to prove to your company that you are most valuable asset to them so that they can never afford to lose you. To be able to do that you must keep polishing your skills and expanding them on gradual basis so that you are able to offer the best of your services to the organization.
Enroll for a course, join some training program, go for seminars to push your boundaries and keep adding new skills to it. Sky is the limit for someone who is passionate about learning. So impress your employer with your ever expanding skills.
- Keep Asking For Feedback on Your Performance
It is important to know where you stand. Waiting for an annual review on your performance is not the right thing to do as it gives you no time to improve on your weak areas and alter your mistakes. When you have completed a couple of weeks in your new company, go to your supervisor to ask for his feedback on your performance. If he is able to highlight some weak areas, seek guidance on improving them. This will not only help you correct yourself but will also show your proactive approach to deal with your work.
Keep comparing yourself with your co-workers from time to time. This is another way of learning good things and letting go the bad ones.
- Be Interactive and Socialize
When you are working in a company, it is important for you to socialize and interact with people. You will find all kinds of people at work. Some of them will be engaged in bulling others, some love to gossip, some don’t want to work. You must learn to deal with all kinds of personalities in order to have comfortable relationships with all. It is not good to stay disconnected with others. It is important to socialize and talk to others in order to have a cordial working environment.
Use these 5 strategies to keep your job once you are hired.
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5 Common Recruitment Mistakes
As for many employers, recruiting a candidate that meets their expectation is not an easy task. The reason is that the employers often make some simple mistakes in the selection of candidates. If you intend to recruit new employees for your company, take a look at the following common mistakes that employers often make
1. Poor “leading” in the interview:
Being able to conduct an interview successfully is not an easy task at all. The importance is that you have to ask the right questions to decide whether or not the candidate is the one the company is seeking.
2. Subjective Recruitment:
This is a rather common mistake that many employers make. Being asked for help by others or being impressed by the candidate’s outlook and speaking manner are the reasons to this mistake.
As an employer, you should pay attention to candidate who has all (but not some) of necessary factors to become the best for the recruitment position.
3. Wrong recruitment:
In case you employ a skilled and qualified person, but not of the profession required for the recruitment, you made a wrong recruitment. Just check carefully every requirement of the recruitment and compare with the information the candidates provide you when they apply for the job.
4. Not Re-checking the information of the candidates:
If you pay attention to several outstanding candidates, you should check twice their covering letters and application forms they sent you.
You should also spend time checking the basic information in the candidate’s resume and comparing the resume with attached letter for any in-conformity.
5. Being “overwhelmed” by the candidate’s diploma:
Do you think a candidate with many diplomas or certificates shall do well in work? Actually, having many diplomas but lacking of actual experiences often results in easy failure. Many employers are attracted to the candidate’s list of diplomas and certificates but not remembering that actual experiences are more important than book knowledge.
5 tips to select the candidate via telephone
These tips are applied for checking candidate ( one of methods of candidate selection/recruitment).
Selecting the candidate via telephone is one of the most effective and economical recruitment methods. If a manager can apply this method correctly, it will be much easier for him to recruit new talents for the Company.
1. Collecting necessary information in as least time as possible
When calling a candidate, especially who has not known that you shall call him/her, you should ask and collect as much information as possible in the first call. It will help you decide whether or not the candidate is qualified and save your wasteful time in talking with the unqualified.
Normally, a person that doesn’t wish to seek a new job would not like to have a long talk with a stranger who suddenly calls to recruit him/her. Therefore, you should emphasize in the interesting and attractive advantages of the new job at first minute or else the candidate may not know of the great opportunity facing him/her.
2. Understanding the True Value of the Candidate
First of all, you have to decide the requirements of qualification, skills and experiences for the job.
Having decided necessary requirements, you may select out the qualified candidates to make proper calls. This will help you save your wasteful call to the unqualified. In addition, only the managers who understand well about the job requirements are able to recruit suitable candidates for them.
3. Broadening the Relationship
You should be active in creating a good relationship with a good candidate to broaden your connection with others. Some managers may find it “strange” in patiently suggesting one candidate to introduce more suitable ones to the job that he/she has declined to apply right in the first call, but this method is usually effective in offering you more potential candidates to the vacancy. Good candidates normally do not mean to introduce other candidates to the job unless they understand that they are really not suitable to that job.
4. Identifying the candidate’s motivation
Before calling the candidate, you should figure out his motivation to seek a job. Why does he want to find a new job opportunity? Does he wish to advance in this job or is he interested in another that is more dynamic? In the Candidate’s application form, section “Career Goals” shall help you understand more about the candidate’s motivation.
Besides, you should understand well which type of employee you would like to recruit. You can divide the candidates into segments with specific characteristics such as preferable positions, preferable salaries, etc, then, if you have a suitable way approaching these segments, you shall be able to choose the talents for your company.
5. Enhancing the attractiveness of the Job
Many people are inactive in finding new jobs, especially when they do not know who the employers are. They will not think of spending time listening to you, not mentioning their willingness to talk or discuss with a strange employer.
To avoid the above problem, the manager should find ways to raise the candidate’s curiosity about the job or the interesting features of it. If the candidate finds it interesting, you shall invite him to a direct interview to persuade this talent to work for the company. If he is not interested, this also benefits you as the candidate may introduce a more suitable one to the position.
A manager must know how to make a question to draw the candidate’s attention, such as “Do you wish to find a new job that is better than your current one?” It will be good if you point out the attractiveness of the job such as a higher salary…
The most important is that you know how to introduce the job attractively and interestingly as there are many people who do not intend to seek a new job but still talk with an employer if they feel interested in the opportunity you have brought them.
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9 mistakes in recruitment and selection
Recruitment is a very important contributory factor to the success of a company; however, many companies have not really understood this importance and often made mistakes in recruiting.
We present here the most common mistakes in recruitment as follows:
1. Not careful examination of the candidate’s application form:
When examining the application forms, you should not consider the information therein to be totally true but, in order to recruit a suitable employee, you also need to check the reliability of the candidate’s CV by interviewing via phone at least some candidates (in accordance with the requirements of the Employer) to preliminarily examine their qualification, diligence, outstanding traits, etc. All the information via phone shall help you have easier, faster and better assessments of the Candidates
2. Diploma “Recruitment”
Many companies are used to the evaluation of candidates by the number of diplomas attached with their application forms. Normally but not always, candidates with high and many diplomas are ones with less practical experiences as they spend much of their time studying in stead of practicing.
Professional Employers would like to focus in the personal achievements or potential benefits the candidates brought to their previous companies to evaluate and consider in stead of sitting there and appreciating their diplomas. However, if high professional qualification is required, diplomas then play a very important role showing the candidate’s qualification to the job.
3. Recruitment of Filling “Vacancy”
An employee suddenly leaving off work is like a vacancy in the whole functional process which mostly affecting the productivity of the company.
However, the employer should not base on that to make a quick and passive recruitment to fill in the vacancy. Quick recruited employee is often not qualified enough to the requirements of the company. So, just spend more time selecting suitable employees to the job and making an active selection of the best candidate to the vacancy.
4. Empty Promise
It is such a big mistake if the company makes such too many empty engagements with the candidates in recruitment process that it can not fulfill later. Empty promise not only dissatisfies the employees but also affects on the reputation of the manager, and in worst scenery, bad news shall spread around fast progressly.
Therefore, be careful when making a promise or engagement; make clear answer to which candidate’s need you may satisfy and which not.
5. Lacking of Interviewing skills:
Making suitable interviewing questions and having a correct selection of qualified candidate are necessary skills but not every employer can have.
To make the candidates showing their trait, their understanding, their skills and others by answering the questions, the Employers must be very clever to conduct a two side interview in which they may assess correctly the true potential of the candidates.
6. Candidates are not allowed to make proposal
Never strictly applying current regulations of the company on the candidates but letting them have their own opinions, their own recommendations about matters such as starting salary, bonus, workday, day off, extra hours, etc; this not only shows the employer’s respect of the candidate’s opinion but also helps to understand the candidate’s needs in accordance with the company.
7. “Familiar” Recruitment
To save cost and time, the manager often recruits familiar people in relation to the current employees or to the manager. This is the most common mistake. Remembering that the job of an employer is to find the most suitable candidate to the position but not the “easiest” to find;
8. Recruitment of unsuitable candidate
You should not employ highly independent candidates for the position requiring much team-work, for example. As such, you should set specific requirements to the job which shall make it easier to select a suitable candidate.
Another example, as for a PR position, shy and closed candidates are not options; as for Sales position, active and dynamic candidates should be recruited
9. Not enough information
Providing insufficient information about the company as well as the future work to the candidates shall make them perplexed and un-confident to the requirements of the Job. Moreover, lacking of professional in interviewing also contributes to the disappointment and leaving of the best candidates.
5 Tips to Recruit Talents
Which method do you usually use to recruit your talented employees?
According to many HR experts, there are some very simple principles but helping you “hunt down” suitable candidates with the least effort.
Find candidates that meet the following requirements:
1. Ability to present clearly
A skilled candidate shall know how to present his opinion clearly to the employer in addition to a good ability of expressing his point of view coherently and concisely. If you find the candidate’s answer equivocal and inconsistently, try to “force” him/her to speak up his opinion to examine whether he can express coherently or concisely or not.
2. Self-confident Manner
Self-confidence but not arrogance, that’s what requires in a potential candidate; Excellent employees need to be humble and modest; they know their strong points and are self-confident with them; they also know to be accept their weak points and always try to improve themselves.
3. Professional Behavior
Candidates who work professionally and are easy to get on well with people around should be the one to be selected. These candidates will soon get used to the new working environment.
4. Professional Dressing
A candidate needs to dress professionally to an interview as the first impression is very important to the employers. However, it is rigid to always require the candidate to wear in formal suit with a tie. The candidate who chooses to wear in conformity with the company’s culture is a serious one who really seeks the opportunity to work with the company.
5. Careful Preparation
Any candidate when going to an interview needs to prepare very careful the information about the company. As an employer, you should ask the candidate as much as well about what he or she knows about the operation and achievement of the company. Ask him why he chooses to apply in your company; if the candidate gives an equivocal answer which means he/she does not take the idea to work with your company seriously.
In addition to the five tips above, there are some questions which will help you see through and understand the true ability of the candidates:
1. “How do your colleagues often think you are?”
2. “What motivates you in work?”
3. “Can you tell us about your most interesting work experience you have ever had?”
4. “Which types of work don’t you like? How do you often do to fulfill those works?”
5. “Have you ever made a mistake that affected seriously on a project or threatened the good relationship between your company and customers? How did you fix those mistakes?”
6 ways to eliminate unqualified candidates in recruitment/selection
After posting your recruitment ads online, your email box will soon be abundant with CVs and application files. There must be many among those that are not suitable to the recruitment, but the question is, How to select out the good out of hundreds of application files?
You don’t need to spend your precious time considering hundreds of application forms. There are some tips that may help you choose excellent candidates quickly and effectively.
1. Files with many spelling and grammar mistakes:
This may mean that the candidate is careless and doesn’t pay much attention to the detail. Both of them show that the candidate is not “serious” enough or “lazy” which is not a standard expected in a potential candidate.
2. The candidate changes job very often:
As for such ones that change jobs very often, you should just eliminate their names out of consideration list. If an employee changed jobs more than once per year, he will be able to leave your company for another higher salary job in the future or he may not performed as well as in the previous job.
3. Candidates with several job changes:
As for such people, you don’t need to be “afraid” of them as one employee may change his job at least 3 times on average in his whole life. Therefore, these people are not problems. The question is that the ones to be selected must are ones who wish for knowledge, development and experience.
4. Candidates with no particular achievement
One candidate just listed their previous works before but not the achievements they have made or they have no such achievement. You need to know which jobs the candidate has done before and his/her achievement in that job. Remember that outstanding success in the past is the promotion to the success in the future.
5. Don’t be bluffed by Technical terms
Many candidates think they may bluff the employer by many buzzwords. If in a CV, the applicant has listed many technical terms, you shall need an expert to evaluate that CV but not let the candidate play “solo”.
6. List of important skills to be required for the recruitment
This is the list of skills and experiences to be required for the recruitment, in which, requirements are listed in order of importance. For example, if you require a Bachelor Degree at the beginning of the list, you will only need to pay attention to such candidates having such Degree and ignore the others. Don’t waste your time reading an Application file that is not suitable to the basic requirements.
8 tips to conduct an effective interview
A successful interview requires employers’ ability to give suitable questions, listen to applicants’ answers and make them tell the truth about their competence and points of view. It is the background that helps you select the talented employees. These following techniques can help you improve interview skills.
1. Make a suitable appointment
As an interviewer, you should always be on time when having an appointment with candidates, especially the ones applying superior positions. Being chronological expresses recruiters’ professionalism and good images of companies. You should put the interview appointment into your working schedule and consider it an important meeting with customers. Be sure that you will give the best interview environment to candidates: a neat desk, telephone in vibration or off mode, quiet room and tell other people that you do not want to be disturbed.
2. Encourage candidates to answer interview questions
Ask open and friendly questions to help candidates feel free and well answer all questions in the interview. You can ask about their working experience; for example: “Please tell me about one of your current working days. What makes you like it? What makes you dislike it?” This question makes candidates feel free to share their information. That is the best beginning for an effective interview.
3. Listening more than speaking
If you spend more than 20 minutes of an interview to speak, candidates do not have much time to talk about them. The aim of an interview is to know clearly about candidates through listening to them. So you should spend time to listen as much as possible.
4. Ask open questions
Avoid asking Yes/No questions. Ask open questions to encourage candidates to talk more about their current job or themselves instead. Questions like “Why do you think it is right?” or “How did you do it?” will help you know more clearly about candidates.
5. Ask questions before describing the coming job
Avoid describing the coming job too much before the interview. An intelligent candidate can take full advantage of the description to outline answers that he thinks you want to hear. By asking a lot of questions before describing the job, you can know the most reliable information about candidates.
6. Avoid too popular questions
Everyone knows some questions like: “Which position do you think you will work in the next five years? What are your strengths and weaknesses? Tell about yourself.” For such questions, many candidates prepare the answers. And you will know nothing with such kind of questions. You should find challenging questions that require candidates to think and give truthful answers. Consequently, you will know clearly about candidates’ strengths and weaknesses. You can use situation analysis questions such as asking them to talk about what they will do in some typical situations. Basing on that, you take the clearest picture about candidates’ competence.
7. Consider the number of interview rounds
An interview process often consists of two main rounds: the first aims to select maximum 3 potential candidates and the second aims to choose the best one. The second round should be done by the people who will work with the candidate or the one who will have good relationship with him. Their evaluation and comments take a powerful role.
However, many companies have more than 2 interview rounds: they invite candidates to attend 3, 4 or even 5 rounds. But be careful: It may have opposite effects if there are too many interview rounds. Candidates will feel bored when being invited to more than 3 interviews. In some cases, they think that the employer is not professional.
8. You should know what you cannot ask
Some forbidden questions that employers should not ask candidates are related to employee discrimination. Such questions are usually not related with the jobs like age, race, marital status or physical disability.
6 recruitment tips during economic crisis
Every business has its own period. Sometimes, you are suddenly busy but sometimes you have free time to take a rest. Thus, your recruitment plan should be based on such period of time.
Particularly, when the global economy slows down or busy time becomes less and less, your recruitment plan is certainly affected. Hence, enterprises had better prepare recruitment strategies to smoothly come over the difficult period.
1. Don’t stop recruitment completely
When the economy goes into crisis, the first reaction of all enterprises is stop the recruitment. However, is it necessary to stop the recruitment in all departments of your company? If your company can reverse the situation by investing more in technology, it is much irrational when asking technology department to stop recruiting. It’s much more irrational because the qualified human resource is plentiful during the crisis as many companies have to cut down on their labor force. Even when many excellent candidates apply, you should recruit more than the planned quantity.
2. Review partners’ reliability:
Whoever the human consultant company – your partner in recruitment – is, you should review the reliability of agreements signing with them. Beside ensuring the signed contracts to be continued implementing, you should plan to seek for other partners to save your company in case the present partner goes bankrupt.
3. Put priority on recruiting important positions.
Put all your effort into recruiting the positions which have great effect on your enterprise’s performance. As a result, you will raise the efficiency of using recruitment budgets. Study recruitment procedures you have used and determine to use the most effective ones. Economic recession is not the suitable time to do experiments unless it does not cost too much.
4. Prepare to receive flows of applications
Economic recession brings about unemployment. Consequently, you will get more applications than before when advertising recruitment notice. The good point of this is that you will have more choices. On the other hand, you have to spend more time to view applications. Thus, you had better calculate and consider the reasonable amount of time for it when you are going to recruit employees.
5. Share resources in an enterprise:
If you are working in a big company with recruitment management policy based on areas, you should learn how to share both knowledge and resources in recruitment and human resource management. Sometimes this situation may occur that a branch of a company loses much in business while another branch is developing drastically and needs support for their recruitment plan.
6. Prove that you are a reliable recruiter.
If you want to attract talented employees during economic crisis, you need to show that you are a reliable recruiter. Mention the recent achievements your company have received and the development plan in the next period in the recruitment notice. Therefore, candidates do not worry about the unemployment prospect that may happen to them before they finish the probation period.
In case your enterprise do not want or cannot recruit more (even one employee) during economic crisis, you still have other strategies to prepare for the bright future. One of the strategies is to move staffs from a department to others that need more labor force because of too much work. In addition, if the opportunities of promotion or raising salary are not as much as before or employees’jobs have some changes, you should frankly discuss with them.
You can also spend time doing research or analyzing the events that push your company into such bad situation. Is there any warning when the difficult period comes? What can you do to limit the effects of the recession in the future?
In sum, you can select any strategy as long as you do not give up or do nothing.
Read body language to evaluate the candidate in recruitment & selection :
During the interview, in addition to the prepared questions, it is necessary for the employer to observe any behavior of the candidate contributing to the overall evaluation as body language is also a factor showing the candidate’s ability.
How to observe a candidate’s behavior?
Pay attention to the candidate’s behavior when he/she is talking; consider whether his sayings are in line with his behaviors or not. For instance, one seems to be bowing down and acts in self-defense but his saying is that he is good to everyone…
Especially, you must look at the candidate’s eyes and communicate through the eyes, though, to see if there is any difference in his or her looking at you, for example, he avoids looking at you or not!
Focus on positive points
A bright smile always shows a positive point of view while a down-look normally means the candidate’s negative belief; however, this assumption is not always correct.
A confident person tends to sit straightly and lean a little bit forward, even when he is facing his able-to-be future boss. When a confident is not talking, he will sit still, not moving, with the eyes looking directly and firmly at the opposite person.
When you shake hand with a candidate, you may also sense his mental emotion. If he feels relaxed and comfortable, his hands often feel warm and dry. On the opposite, the hands shall be a little bit cold and sweat a lot, which shows a symptom of stressfulness.
Focus on sensitive behaviors
There are many sophisticated behaviors that help the employer realize the candidate’s emotion. Pay attention to the states of the candidate’s hand, leg and eyes and also, his voice as well.
For example, if an employer is recruiting a candidate to a managerial position or a position in relationship with the media, remember that one with “piercing” voice (or soprano) shall meet many difficulties attracting other’s listening and respect. However, in some cases, piercing voice only comes from the stressful candidate!
Tips for candidates
• Avoid being too nervous and absolutely no gaping. Any behavior of negative feelings shall not pass the eyes of the employer.
• Your body language may still be opposite to what you are saying
• Speaking slowly is the behavior of a calmly person. Speaking quickly may be, on the contrary, symptom of being nervous and losing control; however, the latter is also sometime behavior of enthusiasm people.
PRIDE process in recruiting, holding and motivating the employees
Companies are able to improve their ability of attracting and keeping their employees and as a result, improving the performance by applying PRIDE process, which includes of 5 steps:
P – Provide: provide a positive working environment
R – Recognize: recognize, reward and consolidate the appropriate behaviors
I – Involve: Involve and become fond of
D – Develop: develop potentials and skills
E – Evaluate: Acknowledge and evaluate
Step 1 – Providing a Positive Working Environment
Have you ever work for such a bossy? One of the most common reasons why employees leave their jobs is because of their relationships with the direct managers. In fact, there are many managers who can not understand the impact of their actions and decisions on the leaving of their employees.
One importance aspect of the effective HR keeping strategy is to train the managers. Proper training plays an important role in this strategy as well as in the recruitment strategy. The managers will need skills and knowledge to understand each employee’s needs and implement plans to keep the employees stay with the company.
Step 2 – Recognize, reward and consolidate the appropriate behaviors
Money and benefit may help motivating the employees forward; however, there are still other incentives that help keeping the employees. As for certain people, needs for esteem and self-actualization at work are their primary needs, and with recognization and appraisal shall satisfy them well.
Step 3 – Involve and Become fond of
Every one may try hard to work, but are they really productive and fond of doing so? Employees will be more interested in and enthusiastic about when they are involved in the decision making and are allowed to make proposals. As long as that, they will feel more active at work.
Step 4 – Develop potentials and skills
Skilled employees shall not stick forever to one job if they don’t see their future there. To eliminate the feeling of being in a Cul-de-sac position, each company should have a plan for personal development.
Step 5 – Acknowledge and evaluate
Non-stop observation and evaluation are the final step in PRIDE process. The top priority of the evaluation is to acknowledge correctly the employee’s satisfaction and performance. The process of evaluation includes the evaluation of the employee’s attitude, working spirit, ability to leave and ability to stay with the team. A list of what shall be evaluated and acknowledged by the company should be prepared right in the beginning
• Conduct the survey on employee’s satisfaction for at least once a year.
• Interview and ask the candidates questions relating to the reasons why they come to and leave from the company.
• Improve the recruitment process to ensure the accordance between the job’s requirements and the employee’s needs.
• Be flexible to employees who have to take care of their family (parent or children)
• Ensure that the managers take responsibility to keep the employees of their departments.
• Estimate the cost of staff changing
• Focus on positions that highly affect on the productivity and profit.
• Create an effective employee orientation environment.
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