Want to Recruit the BEST Candidates in the Philippines?
Recruiting the best candidates is vital to the success of any organisation. In the latest article from PhilCareers we outline how employers and recruiters can avoid costly recruitment mistakes and explore several techniques to ensure that you employ the best candidates in the Philippines.
1. Be clear
At the start of the recruitment process be clear about the purpose of the job and the qualifications, skills and experience required. Once you are sure that you understand the job you can produce a detailed job description that will help you to attract the best candidates whilst cutting down on the number of unsuitable candidates. The job description will also act as a point of reference during the selection and interview process.
2. Candidate shortlisting
Candidate shortlisting helps you to identify the best candidates to invite for interview and/or further assessment. Efficiently shortlisting candidates will reduce the time, effort and expense of interviewing unsuitable candidates. A fast and effective way to shortlist candidates is to score each application based on the criteria stipulated in the job advertisement. For example, a job description may specify 10 requirements. Candidates are then awarded a score between 0 and 10 (0 is the lowest and 10 the highest score) for each requirement. Candidates with the highest score are then invited to the next stage.
3. Research candidates
Once you have a shortlist of candidates why not spend a few minutes researching each candidate? Just a few minutes researching each candidate can save you time and money in the long-run. Use an internet search engine such as Google or Bing to research the candidate. You can also conduct a social media search using LinkedIn, Facebook, Twitter etc. Conducting this research could help you to identify candidates who have provided misleading information in their application or who may be unsuitable for your organisation.
4. Interview best practice
In a job interview it is important to evaluate a candidate based on the job description that you produced at the start of the recruitment process. Interviewing is a human process and it is important not to be swayed by how well you get on with the interviewee and their natural charm. There is no point in spending time and money recruiting a candidate who you like but is unable to do the job. To help reduce this risk you should:
- Ask all interviewees the same questions
- Score all interviews based on the answers provided to these questions
- Have more than one person conducting and scoring the interviewee
- Take notes on the answers provided for review post interview
- Review the interview together with the application once all interviews have been done
5. Additional recruitment techniques
- Extra interviews: Carrying out 2nd or 3rd interviews can help you to find out more information about candidates and their suitability.
- Personality tests: Personality profiling can be useful in providing insight into candidate’s personality and any areas for potential development.
- Aptitude tests: Aptitude tests can be useful to assess skills essential to the role. For example, it may be useful to test the typing speed of candidates for a typist role, or it could be useful to test the mathematical skills of candidates for accountancy or finance roles.
- Group assessments: Group assessments help to ascertain how candidates interact within a group of people and uncover personality traits such as leadership skills etc.
Find out more
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To find more recruitment tips from PhilCareers visit: News