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Tips to attract the right candidate


ခ်ိတ္ဆြဲရန္စာတန္း: tips jobless jobs in myanmar news success job my job good job career hr advice candidate



Prepare a proper Job description  

The job description role is often underestimated in many cases. If the job description is made too vague, it might fail to attract the right candidates. Never less, paying attention should be also for the job title, keeping it easy understandable; describes the role i.e. 'Cleaner' rather than 'hygiene technician'.

 

Prepare your Recruitment team properly

Only experienced employers should be involved in the interviewing, recruitment process is the important sign for the Company branding. Also is recommended that the line manager or current employees in a similar or same position will be present as well in order to make the process effective. Presence of the current employees or line manager can encourage and motivate the candidates.

 

Preparation for interview is essential 

Proper interview style should be set as well as the appropriate criteria and job related questions to be asked before the interview.

 

Conduct a professional and effective interview

One of the strategies 70/30 rule should apply here. Pay attention that the candidate talks approximately 70% of the time and the interviewer talks for only 30% of the time during the interview.  

 

Proper Job description explanation 

Really pay attention to explain properly the Job description, as mention above the line manager or current employee can better describe all the aspect of the job.  The interview might be longer but you will avoid future problem with hiring not engaged employee and you will have to begin the entire recruitment process again.

 

Proper communication 

Proper and timely communication as well as feedback with all applicants through the process is essential. Candidates who are selected as well as those who have not been successful should be informed thoroughly.  Recruitment process is the first impression about your company with potential candidates.

Do not narrow too much the range of shortlisted candidates

Shortlisting should be made in cascades in order to avoid to narrow choice for interview selection. With all you afford on advertising, online recruitment, internal candidates etc. you should have at least three candidates for the final interview. This will make you chance in case you will lose your top candidate, that you will always have another two or more who are also appropriate choices.

Shortlisting process can be as well outsource to www.jobless.com.mm who can prepare for you the suitable candidates

Undertake a structured induction

While selected the most suitable candidate, you should give him/her a detailed induction to give them enough information in order to become productive. Do not expect new starters to immediately become good performers, on average it will take 90 days for them to become fully effective.

 

Probation period 

Probation period will help the line manager to further test and validate the skills and the talents presented by the employee at interview. You may have probation period remuneration in the contract until they have passed their probation and after evaluation you will leverage the full contracted remuneration conditions.

 

Prepare a proper Job description  

The job description role is often underestimated in many cases. If the job description is made too vague, it might fail to attract the right candidates. Never less, paying attention should be also for the job title, keeping it easy understandable; describes the role i.e. 'Cleaner' rather than 'hygiene technician'.

 

Prepare your Recruitment team properly

Only experienced employers should be involved in the interviewing, recruitment process is the important sign for the Company branding. Also is recommended that the line manager or current employees in a similar or same position will be present as well in order to make the process effective. Presence of the current employees or line manager can encourage and motivate the candidates.

 

Preparation for interview is essential 

Proper interview style should be set as well as the appropriate criteria and job related questions to be asked before the interview.

 

Conduct a professional and effective interview

One of the strategies 70/30 rule should apply here. Pay attention that the candidate talks approximately 70% of the time and the interviewer talks for only 30% of the time during the interview.  

 

Proper Job description explanation 

Really pay attention to explain properly the Job description, as mention above the line manager or current employee can better describe all the aspect of the job.  The interview might be longer but you will avoid future problem with hiring not engaged employee and you will have to begin the entire recruitment process again.

 

Proper communication 

Proper and timely communication as well as feedback with all applicants through the process is essential. Candidates who are selected as well as those who have not been successful should be informed thoroughly.  Recruitment process is the first impression about your company with potential candidates.

Do not narrow too much the range of shortlisted candidates

Shortlisting should be made in cascades in order to avoid to narrow choice for interview selection. With all you afford on advertising, online recruitment, internal candidates etc. you should have at least three candidates for the final interview. This will make you chance in case you will lose your top candidate, that you will always have another two or more who are also appropriate choices.

Shortlisting process can be as well outsource to www.jobless.com.mm who can prepare for you the suitable candidates

Undertake a structured induction

While selected the most suitable candidate, you should give him/her a detailed induction to give them enough information in order to become productive. Do not expect new starters to immediately become good performers, on average it will take 90 days for them to become fully effective.

 

Probation period 

Probation period will help the line manager to further test and validate the skills and the talents presented by the employee at interview. You may have probation period remuneration in the contract until they have passed their probation and after evaluation you will leverage the full contracted remuneration conditions.

 


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