Human Resource, All
The Human Resources team is one of the most important pillars of an organization as it is the one responsible for hiring as well as managing the right people hence creating a backbone for the growth of the organization. Let’s look at a few recruitment skills every HR Manager should possess that would help in making the process more effective.
First and foremost, the HR Manager is the representative of the organization. If an HR Manager appears to be unethical, the candidate would refrain from joining the organization. At the same time, if the HR Manager is sincere and transparent, the candidate may not only accept the offer but also give references in case of multiple and future hiring. Hence it is very important for the HR Manager to be ethical, considering that they create the goodwill of the company.
This means connecting the requirements of both the stakeholders – Candidates and the employer. It also means effectively explaining the profile, processes and the system to the candidate and also creating a bridge between the candidate and the employer. Communication skills go beyond verbal and written as the HR Manager needs to communicate in a way that the message is not only received but understood correctly.
Interviews are now more than just asking pre-set questions. Candidates these days have aspirations that they need for the organization to match and also vice-versa. A recruiter needs to develop a guideline of the hiring process which includes behavioural and detailed observation skills. The interviewer needs to change their approach as per the role & the candidate respectively.
An HR Manager is working on multiple positions at one given point of time. Between fielding with various applicants, their individual profiles and scheduling interviews, it’s very important for the recruiter to multi-task effectively and promptly.
IoT (Internet of Things) has become a part of every sector including Human Resources. Applicant tracking systems (ATS), Gamification, HR Chatbots, and Social media platforms are few of the HR tools that are already been used today in the process of hiring. An HR Manager needs to adapt to technology tools in order to hire better and stay ahead in the game.
The base of any recruitment is ensuring that the right person is hired for the right position and this requires foresight. The HR Manager needs to analyse how much the candidate’s skills would help the organization and how flexible can the candidate be depending on the organization’s growth. At times, the candidate might be suited for another role as opposed to the ones they were originally interviewed for; this is a decision only an HR Manager can make.
Recruiters are in the business of selling the organization to the candidates and convincing them to take the job, this means making use of their persuasion skills to convince the candidate. The HR Manager should also master the art of follow-ups in order to keep good candidates interested and also to hire them as and when needed.
HR Managers are the medium between the candidates and the management, making sure that the negotiations are handled fairly and both the parties benefit from the association. From the CTC to the work responsibilities and the other incentives, the HR Manager should be able to communicate and negotiate the best possible outcome in a transparent manner.
At times, HR Managers are asked to follow pre-defined parameters for hiring, though there are other times when a recruiter should take an educated risk or as they say a calculated risk. This means extending an offer to a candidate that may not be a perfect fit for the role now, but in the long term may really provide good returns to the organization.
An employer depends on the HR Manager’s judgement and ability to select the candidate as per the requirements of the organization. So they need to be decisive and confident both while selecting the candidate and also recommending them to the employers. HR needs to ensure that the person is a culture-fit which will help in improving the retention percentage of the employees which eventually is the decisive test of a recruitment process.
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