What You Need To Know Before You Start Recruiting

Recruitment can be quite the challenge for various reasons. A company might struggle to find the right candidates for a position, especially if they have specific criteria to meet or if the role is a tough one to fill. It can also be difficult to capture candidates’ interest in the job and encourage them to apply. Other factors that can complicate recruitment include fierce competition for top candidates, an insufficient pool of qualified candidates in the area, and a lack of access to suitable tools and methods for sourcing and attracting candidates. 

Here’s where Oddwork’s recruitment team steps in, navigating through all these factors in a process. But regardless of whether you decide to team up with a recruitment agency or tackle the process internally, there are some key points to consider. 

Get a clear understanding of Desired Competencies   

First up, getting a crystal-clear understanding of the competencies you’re hunting for is a must. Before you dive into the recruitment journey, define the skills and experiences that your ideal candidate should possess, and what exactly matters for the role and the bigger picture of the company. 

Knowing which competencies are essential for a recruitment is crucial because it helps you find the right person for the job. With a clear understanding of what you’re looking for, you can craft a job advertisement and interview questions tailored to candidates with the appropriate background and experience. This, in turn, can reduce the risk of recruiting someone who lacks the skills required to perform the job satisfactorily. 

It can be challenging to assess if a candidate has the right competencies if you don’t have a clear picture of what you’re seeking. By knowing which competencies are important, you can ask the right questions during the interview, gaining a better understanding of whether the candidate truly possesses the skills and knowledge needed for the role.
By knowing exactly what skills are essential, you can pose the right questions during interviews and truly grasp whether the candidate’s got what it takes for the role.

Finally, understanding the competencies you’re seeking is also crucial for evaluating whether a recruitment has been successful or not. By comparing the competencies of a newly hired employee with the competencies you were seeking, you can determine if the person has the skills required to perform the job adequately. This can help you improve the recruitment process in the future, ensuring you find the right fit for each position.

Set a Budget For you Recruitment Efforts 

Another key aspect to consider is setting a budget for your recruitment process so that you can determine how much money you can allocate to advertising and interviewing candidates. Additionally, having a strategy in place to source candidates, whether it involves advertising on various job platforms or enlisting a recruitment agency, is equally crucial. 

Setting a budget for recruitment is important because it helps you plan and control the expenses associated with the process. By having a budget, you can ascertain the funds available for advertising, interviews, and other recruitment-related activities. This can help you avoid overspending on recruitment, thereby keeping costs in check. 

A budget can also guide you in making critical decisions about how to carry out the recruitment. For instance, you can determine whether it’s better to advertise on multiple job sites or if a single ad suffices, or whether it’s more beneficial to engage a recruitment agency or manage the process yourself. These decisions can impact recruitment costs, and having a budget enables you to assess the most cost-effective options.

Why is budgeting essential for recruitment? Well, it helps you strategize and manage the expenses tied to the process. With a clear budget in mind, you can determine whether it’s better to advertise on multiple job sites or if a single ad suffices, or whether it’s more beneficial to engage a recruitment agency or manage the process yourself. These decisions can impact recruitment costs, and having a budget enables you to assess the most cost-effective options. 

Furthermore, setting a recruitment budget is also important for tracking and evaluating the outcomes of the process. By comparing the actual costs to the budgeted amount, you can determine the cost-effectiveness of the recruitment and make improvements for future hiring endeavors. 

Develop a strategy for conducting interviews

Finally, it’s crucial to have a strategy for how you’ll handle and conduct candidate interviews. This means determining the number of interviews to be conducted, who will be involved in the interviews, and what questions to ask. All of this should be documented in a recruitment plan, giving you a clear framework to follow throughout the recruitment process. 

The questions you ask will naturally depend on the type of candidate you’re dealing with and the job you’re recruiting for. It’s important to ask questions that help you gain a comprehensive understanding of the candidate’s experiences, competencies, and personality, and to assess their suitability for the role. Here are some suggested questions: 

• Tell me about yourself and your background. 
• Why are you interested in this particular job? 
• What do you believe you can contribute to in this role? 
• Can you share an example of a situation when you had to solve a challenging problem at work? How did you approach it, and what was the outcome? 
• Do you have any questions for me about the job or the company? 

It’s also essential to provide candidates with the opportunity to ask questions, as it demonstrates their interest and desire to learn more about the job and the company. Moreover, it can help you gain a better understanding of what the candidate is looking for and whether they’re truly the right fit for the job.