Today HR specialists face a continuous challenge in attracting distinguished talents to fill vacant positions in their firms. Success in the current dynamic job market requires a thoughtful strategic approach to attract the best candidates who fit the company’s culture and are capable of contributing to achieving its goals.
We’re pleased to provide you with a summary of the best methods and approaches discussed during the last ReLink Meet discussions, in which the topic of human resources, where an effective recruitment process was one of the discussion points.
An effective recruitment process formed of three stages, which are:
Overcoming the massive amount of weak CVs starts by focusing on two aspects, first creating a comprehensive job description that attracts the attention of qualified candidates, and second choosing the suitable channels to reach candidates.
In order to create a comprehensive job description, don’t limit yourself to listing the required responsibilities and qualifications, instead highlight your firm’s work culture, values, and the professional development opportunities it offers.
Use clear and concise language, focusing on the essential skills and experience necessary for success in the role.
One of the traditional methods used to reach candidates is benefiting from the power of diverse recruitment channels such as LinkedIn, and specialized professional community platforms like Telegram. However, during the ReLink Meet, we discussed a number of new methods proposed by several HR Specialists, such as:
Building strategic partnerships with local universities and participating in Job fairs can open doors to reach emerging and qualified candidates.
Suggested by Adan Al-Qadhi - Financial advisor and co-founder of Firas Ali Qurban and Co.
Large firms leverage their current human resources by motivating them to recommend candidates from their network, under the condition of being competent and possessing the required qualifications for the job. If the person is accepted and employed for a period exceeding three months, the employee who contributed to the recommendation and suggestion is rewarded.
Suggested by Farah Mazid - Senior People Operations Associate in Digital Zone.
Reliable recruitment agencies can be utilized to facilitate the talent acquisition process. These agencies attract and filter received resumes, create a list of shortlisted individuals, and communicate with them. They can also provide your organization with other candidates if the first batch is not suitable
Suggested by Baraa Al-Hashimi - Human resource officer at Jotun.
Smart Recruitment: Strategies to ensure the best talent.
The success of the recruitment process does not only depend on the success of the talent acquisition process, which provided a number of qualified candidates for the job, but also extends to include the interview methodology used and the HR employee's ability to analyze and understand the candidate's behaviors and ensure their success within the organization, in addition to designing contracts based on Iraqi labor law.
Turn your interviews into an interactive experience that allows you to evaluate candidates' skills more effectively, including problem-solving, communication, and adaptability. Use role-playing scenarios, case studies, and practical exercises to assess the candidate's suitability for your team's dynamics and needs. Do not hesitate to ask unconventional questions that allow you to uncover other aspects of the candidate's personality and their enthusiasm for the role and the company.
Suggested by Dhafer Hasan - CEO & Founder of Business by Design
Reduce employee turnover by creating a seamless integration process for new employees. The integration process is not limited to the first few weeks, but rather make it a continuous process for several months, depending on the nature of the role. Also, enhance effective communication and provide new employees with everything they need to succeed in their roles, including clear and detailed information about the company, their responsibilities, the work team, and the company's goals. Do not hesitate to assign a mentor or guide to help new employees integrate into the team and the company faster, and answer any inquiries they may have.
Suggested by Ghina Taha - Senior Human Resource Manager at AstraZeneca.
This is just a glimpse of some of the best practices discussed at the recent Human Resources event.
