Jobs advertising, or informing the general public on the positions or jobs currently included in your companyís recruitment process, should be part of a well-planned recruitment and hiring process.
Recruitment, as we know, is a major concern, regardless of the companyís size. The workforce, after all, is one of the most important assets of any business. So it is important to be able to hire the best and most suitable people for the job. The entire process of hiring and recruitment includes screening of candidates, providing a short list of applicants qualified for the job, preparing job descriptions, employment contracts, policies and procedures, as well as onboarding new employees.
You should begin the entire hiring and recruitment process with a plan. Assess carefully if there is a need for a new position or for a replacement. It might turn out that there are other creative solutions that donít require additional staff, just a change in one of the processes or a redistribution of workload. The planning process for recruitment and hiring should also involve consultations with specialists in human resources, the human resources director and the co-employees. These consultations can help improve the recruitment process for specific positions in the company because you stand to gain insight on priority requirements for specific positions, including the desired education, characteristics, experience and training that the candidates for the position should possess. You should also be able to get a better idea of the salary range for particular positions and fine tune the job descriptions.
With these insights, you may be able to craft a better job description when you begin jobs advertising on classified ads and other outlets. Use traditional media, of course, but also use online outlets.
But first, search from within the company. There might be a number of internal candidates and employees who are interested and qualified for the position. Encourage your own employees to apply and set up an application process in the different departments to make it easier for employees to submit their application fors.
Donít stop at posting your ads on online classified ads. Use social media sites as well. And you may want to consider posting ads on newspaper or news organization websites. Also, make sure your companyís own website has posts for job vacancies.
Word of mouth is good Ė talk to key figures and organizations in your industry so you can reach as many candidates as possible. Ask them if they can help you by posting your ad in the association websites. And donít hesitate to tell your employees to help you spread the word. In fact, it may be a good idea to have an employee referral incentive program.
Career centers in various universities are also great places to look for potential candidates for the job. Visit these career centers and you might get a lot of smart and talented young people who have the potential to excel in your organization.
Recruitment and hiring certainly goes well beyond jobs advertising. You should be able to develop a resource of candidates who are qualified for specific positions within your company.
Article Directory: http://www.articletrunk.com
Kylie Milan is a HR specialist, who manages HR administration such as recruitment services and employees selection. We render strategic human resource management parallel to companies culture, goal and workplace law.
Please Rate this Article
Not yet Rated