The Official Blog of Benifys HR Solutions

Don’t gossip or move in too fast

Gossip is not a discussion, it is personal, it is in most cases offending and it is definitely not your business. Sure it might help you to get into the ‘scene’ faster, but just think about it. Is that the kind of image you wish to project in the early stages in the organizations? Why not let your work speak for you instead? Also, avoid painting the cubicle with your favorite color, or bringing in your ‘stuff’ on the very first day; you might want to take it easy considering YOU are moving into THEIR turf.


Don’t stay in your Shell

Conflicting with the point above you say? Not really. It’s true that some of us are more comfortable opening up to people than the others, but you must make a conscious effort to hear and be heard, for it is very easy to be tagged ‘not a team player’. If nothing comes to mind, ask people what they do – this solves two purposes (a) People see you as someone who is inquisitive and wants to learn, and (b) You get brownie points because everybody loves talking about themselves and their work!


Don’t talk about your previous employer

You could talk about what work you did while your time there instead. Nobody appreciates when you badmouth your previous employer, for the obvious reason that you could do the same thing to your current employer if and when you decide to jump the boat. Interestingly, singing praises about your ex-employer does not help much either, why? “Why don’t you go back and work with them if you like them so much”, that’s why!


Don’t over promise and under deliver

This is where expectation management comes in, don’t try to volunteer for everything (read: don’t get coffee at meetings) or try to be inhumanly efficient, it will backfire and you will be expected to keep that pace from then on to eternity. Instead focus your energies on being more aware as to what is happening around you – understand team dynamics, characteristics of team members, organizational culture. Take your time, under promise and over deliver.


Other things we thought we should mention, listed in no particular order:

• Don’t ask for leave
• Don’t break rules
• Don’t come in with a hangover
• Don’t butter up excessively
• Don’t argue or criticize

Recruitment is one function of HR that plays a major part in deciding the success of the organization as well as defining the organizational culture. How, then, to ensure that you, as a recruiter, recruit only the best for your company? Finding the ideal candidate for a position can be a tricky proposition as it does not require only qualification, but also behavioral skills and attitudes which make a candidate suitable for the job. Some ideas that can help recruiters find the right person for the right job:

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Craft the Job Description carefully:

A job description is the starting point of recruiting for any position. More important than the job description, is the process that is used to develop it internally. One very good way of doing this is to assemble a team of people who represent the best qualities of the people who currently hold the same or a similar position, including the hiring manager. The job description has to delineate the KRAs of the position. It should also include the major behavioral characteristics required for the position. The second step would be to cull out those parts of the job description that will be used to screen resumes and start phone screening. The phone screening gives an idea about what to expect from candidates for the position in question and thus, help in framing interview questions.

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Tapping Employee Networks:

Nominate employees to participate in various conferences, workshops, and trade shows etc. This would not just build networks, but also create visibility for the company in the industry circles thus attracting potential candidates. Develop a system for keeping in touch with the contacts thus formed either through telephone or e-mail. A company newsletter would also be a great way of staying in contact with people. These can be posted on the company website and/or sent out using mailing lists.

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Use Your Website:

Your company’s website is a potentially powerful medium of attracting employees. A well put-together website conveys the vision, mission, values and culture of the organization to the viewer in the most convincing manner. The ‘Jobs & Career’ section must sparkle with personality so that a potential candidate feels “this is the place for me”. Also essential is an easy interface for submissions of resumes and clear indications on who to contact and how to contact for any queries or questions.

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Maintain Frequent Contact:

So you have got a pool of resumes for various positions in your files. What do you do with them? Don’t just let them languish. You might not need them right now, but a requirement might arise at a later date. Keep in constant touch with them so that all your momentum is not lost. Let them subscribe to the company’s newsletter or have a mini newsletter designed especially for them. Keep them updated about the recent job openings. They can also bring in references for other positions. Nurture the association into a long term relationship.

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Use Recruiters And Headhunters:

Sometimes, it can be worth the money to use recruiters and headhunters. These professionals usually have a database that they have accumulated over a period of time and can most of the time find the right kind of candidate within a short duration. They are especially useful when hiring for senior positions or positions with specific technical expertise.

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Harness The Internet:

Use the internet for attracting a larger number of applications. Various websites provide job-listings as well as resume search services either free of cost or at a charge. These websites are also ideal for accumulating a database of resumes which are relevant to the different roles in your organization. Moreover, these make the process easier as these websites generally have an interface which makes it possible for the recruiter to key in the keywords for a position or select them from a list.

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Become An Employer Of Choice:

What opinion does a potential employee form about your company? The first thing to consider would, of course, be stability and profitability of the company. Other than that, candidates are also affected by how employee-friendly you are, how evocative your vision and mission statement is, how much sense of purpose do you convey, does your organization nurture talent and provide opportunities for growth and so on. And remember, the devil is in the details. It does matter to the candidate if you return his phone call, if the interview questions are succinct and probing, if you give him feedback even if he is not selected, if he feels appreciated and valued. All the little things do make a difference. To become an employer of choice, act like one.

Recruiting right and recruiting the best, is a skill that can be honed over time. With the assistance of the tips and tricks mentioned above, recruiters can take another positive stride in the direction of good recruiting.