HR professionals, do you use the interview as a tool for spreading awareness about you as a good employer? The meaning and purpose of the interview in the employee recruitment process is so clear and established that it essentially makes no sense to write more about it. The fact that one specific interview does not only affect the result of one specific recruitment, but is probably not so clear. How else to explain the testimonies of candidates I encounter in practice who negatively describe their experiences from previous interviews?
Referral program, or recommending candidates and sharing open positions by employees, is nothing new or revolutionary. On the contrary, personal recommendation is one of the oldest marketing methods in general, used naturally and since ancient times even in times when no one had any idea about marketing. Each of us has certainly at least once in our life bought something, whether a product or service, on recommendation. And undoubtedly many of us also found a job thanks to a recommendation.
"We need more resumes to come in" will probably be the most common answer we hear from our clients to the question of what would help them in their search for new employees. This answer, although seemingly logical at first glance, paradoxically reveals the core of the problem of many HR professionals and recruitment in the Czech Republic.
HR professionals, are you already using a tool that allows you to manage responses from multiple sources in one place? For HR professionals to get the best candidates for different types of positions in different industries and different regions, they must use different types of sources that bring them candidates (e.g., recruitment agencies, online job portals, online advertising, career pages, recommending positions by their own employees for a reward, print advertising, or radio campaigns).
HR professionals, do you prepare questions for interviews really effectively? In most cases, an interview consists of three main parts - the introduction, where we welcome the candidate, describe the interview agenda and establish a positive atmosphere; the interview itself starting with the candidate's introduction and continuing with HR professional's questions and candidate's answers followed by a more detailed presentation of the position; and the conclusion, where there is space for additional questions and where the next steps of the hiring process are described.
Meetups in various forms and with various names have become a fairly common phenomenon, especially in the IT field, but not only there. They have different topics, concepts, different focuses and different target groups, but they have one thing in common - they can play a significant role in candidates' decisions about employment in a company that organizes such events.
HR professionals, are you prepared for questions from truly good candidates? An interview is in the vast majority of cases a meeting of two parties in unequal positions - the HR professional who is a "professional" in conducting interviews and who has the power to make a formal decision about recommending or directly hiring a candidate on one side, and on the other side the candidate for whom the interview is usually an exceptional activity, an activity bringing a greater or lesser degree of stress, whose result they cannot influence with one hundred percent certainty.
Do you work with hiring managers? Do you have trouble keeping track of how and whether they are working with the candidates you "prepare for them on a silver platter"? You are not alone! I very often encounter a problem that I call the communication problem between HR and line - hiring managers, who enter the recruitment process often as requesters of new workers for their shifts, but also as the final link in recruitment who has to say "yes, we want this one".
When we start talking about an employee referral program with our clients, it often happens that the client stops us saying they already have a referral program. However, they only imagine an employee referral program as a financial reward to an employee who brings a candidate who is subsequently employed. We see the referral program as a much more sophisticated tool that helps the company on many levels.
Millennials. HR professionals, are you ready for the new generation of employees? The term "Millennials" has recently been appearing frequently in Czech media, especially in connection with the American presidential elections. The term refers to the new generation - the generation of those who were born around the beginning of the new millennium. In connection with elections, this is a large number of first-time voters who, if the campaign does not adapt to their characteristics, can negatively affect the result of a given candidate.
Passive candidates or make the right move HR professionals. Not every suitable candidate is actively looking for work. So-called passive candidates are not currently looking for work and do not know about you as an employer, yet they can be ideal for the given position and this position can be ideal for them.
We must be honest with ourselves and state that HR is, in the vast majority of cases, one of the most lagging departments in the company when it comes to digitalization and the use of smart technologies.