It can be said that the most expensive asset of every business is its people. Recruiting personnel becomes an extremely important job, so in most large enterprises, the position of hr recruitment agencies is always highly appreciated and determines the development of the company. To be a good recruiting specialist and recruit many talented people for the company, there will be essential hiring skills to cultivate.
Here are the skills required of good hr recruitment agencies.
Hone the ability to review good candidates
● Although candidates may have great interviewing skills and experience, they may still be aiming for frequent job changes. Try to find gaps in the job search process or any work history that they didn't mention in their resume.
● Always warn candidates about salary and job placement issues. Listen through asking candidates for jobs and the salaries they would expect for a new job if they were offered. Therefore, it is not advisable to refer candidates to a job that does not suit their needs.
● Find out all the causes that candidate leave the old job. Try to encourage them to speak frankly and honestly about their past failures or problems. You should know if your employee is missing out on a teamwork, or simply having a small problem.
● Keep an eye on jobs or candidates that suit the needs of future customers. Ask your candidate for more information about their interests, hobbies, family and work. While keeping in touch professionally, you might want to analyze how well they will work in a company.
Learn how to create specific job descriptions
A good job description includes: necessary skills, documents, experience, career path or education, as well as specifics such as position, salary, job posting date and application deadline, requirements during the interview process. A well-written job description that fits your customers' needs will help you stand out from other hiring consultants or other hiring companies.
Learn to work with others
Good relationships with other hr recruitment agencies will give you more advantages. If you find yourself not meeting your customers' requirements, you can ask your colleagues for a negotiation, when they can find people for the position to help you and vice versa, you can also assist them in similar situations if they need help.
Develop an evaluation system to filter candidates
In fact, the interview process has a lot of risks that make the results become inaccurate. Due to the personal feelings of the interviewer, the person you find is only the best among the interviewers, not the one who really meets the job requirements. Having a rating system not only makes the results more customer-friendly, but also maintains consistency and speeds up the work, especially when the number of interviews is too large.
The rating system should be quantified. Using the competency framework assessment table is one of the most effective and popular ways today, ensuring the normality and adherence to the position requirements. It is necessary to restrict candidates from being compared to a common criteria table. The comparison between candidates should only be made in the final step when you start closing the number of hiring.
If you are in need of support from hr recruitment agencies, please let us know:
● HANOI HEAD OFFICE
Add: Unit 701A, 7th floor, Handi Resco Tower,521 Kim Ma street, Ba Dinh district, Ha Noi
Tel: + 84 24 3974 3091
Fax: + 84 24 3974 3090
● HO CHI MINH CITY OFFICE
Add: Unit 1102, 11th floor, Central Plaza Office Building, District 1, Ho Chi Minh city
Tel: + 84 28 3821 4654
Fax: + 84 28 3821 4653
