Many human resource managers hold the traditional belief that the jobseeker with the “most impressive” resumé — such as excellent academic results, stints in big companies and the necessary skill sets — is the best person for the job. But, how many times have you come across a situation where the newcomer resigns after just a few months with the organisation?
This illustrates that while getting good talent is important, getting the right “fit” is all the more crucial. It is much like giving a car the right fuel to run efficiently and on a long-term basis.
Staff form the lifeline of an organisation, and it is important to get the right type of talent that fits the culture of your company. Similarly, the “best” fuel may not necessarily be the best for your car.
The ideal candidate
Many HR managers say they do not have the time to understand the requirements for the job or that there are just too many positions or vacancies to fill. This is a telltale sign that the hiring activities may be inefficient.
However, every HR professional should always know what the ideal candidate for the job should be, before drafting the exact job requirements.
Do a checklist of qualities the ideal candidate should possess, in terms of qualifications, experience and skill sets, to do well in the job. More importantly, HR professionals should ask what the chemistry dynamics are like in the destination team. Try to understand what type of candidate would work well with the existing team members and the prevailing organisational culture.
Many HR professionals work with a recruiter to fulfil their company’s talent needs for three reasons:
1. A trusted recruiter knows your company’s hiring needs
Most people go to their friends whenever they need a second opinion on an issue. Similarly, HR professionals should approach the task of recruitment as if they are asking a friend for assistance. By building a good relationship and rapport with your chosen recruiter, the latter will know what type of candidates will fit your company culture.
Good relationships forged between both parties will ensure the recruiter goes the extra mile for you — being on permanent lookout for the right talents, building a good candidate database and recommending potential recruits to you, even when you are not hiring.
2. The best talents are not on the market — yet
The best talents may be happily attached to their employer, with no plans of looking for another job. A recruiter with great in-depth industry knowledge may be able to “fish” out those talents and attract them to join your firm.
3. Recruiters represent your company
When recruiters speak with a potential candidate, not only do they need to know what the requirements for the job are and what your company does, but they also need to present your company the way your company should be represented.
As a HR professional, you could hold an informal forum with your recruiters to help them understand your company values, culture, vision, positioning and branding, and to discuss openly how they should represent your organisation. In this way, the recruiters can also share their challenges when it comes to hiring for your company.