8 steps to master the art of recruitment

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If you want to hire the best people, you can't be an average recruiter. Recruitment is not only a science, but also an art. For those of you who want to improve, we have prepared a list of the most important skills of great recruiters from Inc.com.

1. Identify what you're looking for

Education, practical knowledge and experience are important, of course, but always keep in mind that you are looking for someone who will create a result - fill a specific role. You should clearly identify the need and define the conditions. Then you can specify which skills to search for.

2. Ensure the best interview conditions for candidates

You should provide job interview participants with all the information they need concerning the date and venue as well as how the interview will be conducted. Your task is to help the candidates avoid unpleasant surprises.

3. Screen the candidates properly

Find out more about them than they will find out about your business. Only then can you ask intelligent questions. Start with CVs and continue on to social networks. Your goal is to find out more about their hobbies and goals, past successes and failures. The interview can then be more a conversation than an interrogation.

4. Help shy candidates

Many great candidates do not make a good impression just because they are nervous or hesitant. Keep in mind that many positions do not require excellent communication and presentation skills. You may help nervous candidates relax by asking about their hobbies or complimenting their achievements. It is your responsibility to make it possible for the candidates show their best qualities.

5. Do not stick to a script

A recruiter should always prepare a list of specific questions to ask. However, this does not mean that you can't come up with other questions during the interview. Listen carefully to what the candidates say in order to ask further questions. Ask why, when, and how. When you learn something interesting, want to know more. Details are very important.

6. Never run a monologue

Do not select candidates based on how well they can listen. When you talk all the time, you will not learn anything. The candidate should speak 90 percent of the time, the remaining 10 percent is yours. If the candidate asks something, you should obviously answer.

7. Do not hire average candidates

A candidate who has good qualifications, good skills, a good attitude and fits in well at your company has, in fact, no negatives. However, this does not mean that he is the person you're looking for. A good recruiter wants the best candidate who will not only meet the company's needs, but surpass them.

8. Explain the next steps

No candidate should leave without learning what the next steps in the interview process will be. Candidates should not even have to ask what will follow, you should explain it yourself. You should also be aware that every candidate deserves to know whether he succeeded or not. If you do not contact him, he will not complain to you, but about you. Read more in the article How to write rejection letters to job applicants.

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Article source Inc.com - a U.S. magazine and web focused on starting businesses
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