You’ve spent months planning out your new business. From things such as renting premises to scheming your business strategy. However, what is a business without employees running it? Therefore, it is exceptionally crucial to hire the right employees for the job. Here are the best employee recruitment strategies in Malaysia.
Best employee recruitment strategies in Malaysia
1. Identify your vacant jobs.
You might think you know the job you need to hire for, and if you are the owner of a very small business that might be true. However, mid-sized company owners or hiring managers should speak with staff and managers about the exact nature of the vacant position and what it entails. Learn as much as you can about a vacant position before starting to develop a job description.
2. Determine needed skills and characteristics.
Once you’ve gathered the needed information about the vacant job, consider the skills and characteristics the ideal candidate would bring to the table.
“The perfect recruitment process should begin with the establishment of your business requirements,” said Andrew Fennell, director and careers expert at StandOut CV. “You should identify the types of knowledge and skills that will be required for optimum performance in any advertised role. Such information will be of value when it comes to the creation of focused job descriptions and person specifications.”
Characteristics, though, are an extremely important intangible. Characteristics include things like a candidate’s ability to think creatively, generate new ideas and their ability to fit into the company culture.
3. Create a job description.
Once you’ve taken notes on what your ideal candidate looks like, you can craft a job description. It should include information about the company, the specific role you are hiring for, preferred experience, required skill sets and compensation information.
Incorporate your brand voice into the job description to communicate what type of company you are. This will encourage suitable candidates to apply and discourage those who might not be a good cultural fit.
4. Advertise the job description.
A job description isn’t much good if you don’t have a way to advertise it. Naturally, you can use job boards – pick niche or industry-specific job boards to maximize responses from relevant candidates – but consider sharing your job description elsewhere. Your social media channels can be useful tools. Explain to your audience that you’re hiring and ask them to spread the word. Not only could social media help you reach a wider, enthusiastic audience, it can also improve customer engagement by showing your audience that your company is growing. Additionally, attending job fairs, networking events and seminars can be good places to recruit new talent.
Another smart move is to establish an applicant tracking system that is capable of collecting and sorting large numbers of applications. This makes it easy for hiring managers to sort the most promising applicants and save them for later review.
5. Interview finalists.
Between the introductory call and face-to-face interview, give the candidate and hiring managers some time to prepare.
“There will ideally be some time for the hiring managers and prospective recruits to prepare for their interviews,” Fennell said. “Key areas of discussion should be considered, with a mixture of open and closed questions being asked for a comprehensive understanding of candidate suitability. You should also make a point of checking references. This is to ensure that the interviewees have given a true reflection of their capabilities.”
Again, this is an ideal time to show the candidate what your business has to offer them as an employer. Give them a tour, and explain the perks or benefits associated with working at your company. As much as the interview is a chance for you to evaluate the candidate, it is also their chance to evaluate your company.
6. Establish a pool of candidates.
Once you’ve received applications, it’s time to review applicants and narrow them down. Refer back to your job description, along with the skills, experience, and characteristics you identified as elements of the ideal candidate. Not every candidate needs to meet all of the criteria, but they should exhibit some combination of them. Set aside between seven and 10 applications that seem promising. Consider holding up to five in reserve in case you are unable to contact your initial pool of candidates.
Before contacting the candidates, do your homework. Research their backgrounds and reach out to their provided references. Take extensive notes during this process, as you will refer back to them when you do speak to the candidate.
While many businesses are tempted to use a jobs board to pull in applications, this untargeted approach could result in a flurry of unqualified applicants. Therefore, it is a very wise decision to have a good recruitment strategy to maximize success.
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