Tips by recruitment firms Indonesia to improve your recruitment process

Hiring new employees is an unavoidable element of being a business leader, and it's more involved than just going through resumes and doing interviews. Recruiting errors, such as a poorly written job description or a lack of information regarding applications, might discourage a competent prospect from applying. You will be able to attract and employ the top people quickly if you have the correct recruiting and onboarding procedure in place.

Although the particular phases in your recruiting process should be tailored to your organisation (and sometimes even the open job you're filling), most hiring procedures involve the steps below suggested by recruitment company indonesia.

1) A good job description

One of the first encounters a job candidate has with your company is through a job description. Make sure your job descriptions appropriately reflect your brand and the position you're filling.

A well-written job description can help you sift out individuals who aren't a good fit, leaving you with a smaller pool of resumes to consider.

2) Advertising 

The next step is to post your job description and recruit for the vacancy. Post it on your career page, job boards, job fairs, and social media. Encourage your employees to advertise the vacancy to their contacts.

3) Analyze resume, cover letter and applications

You'll need to devise a system for reviewing applications as they come in. You may assign one or more individuals to examine applications and narrow down your list of potential prospects. Recruiting software, such as an application tracking system, is also a great recommendation by recruitment agency Indonesia. 

4) Initial screening through phone interview 

Conduct a phone screen interview with each of the top candidates after you've narrowed down your pool of job applications. A phone interview is a 15 to 30 minute preliminary assessment. Maintain as much consistency as possible on phone displays. Inquire about their talents and expertise, as well as their interest in the firm and job. This interview should provide you with an understanding of who the individual is and what soft talents they have.

5) Final interview 

The candidates you interview over the phone should be narrowed down. Interview the applicants who are still available in person (or video conferencing interviews, if recruiting remotely). These are more in-depth interviews that will assist you in selecting the best applicants. Participate in these interviews with various individuals to gain a better understanding of how well each candidate will fit into the company and job.

6. Applicable assessments 

Depending on the position you're filling, you may need job candidates to complete relevant evaluations as per Recruitment Firms indonesia. If you're looking for a copyediting position, for example, you may ask the candidate to complete an editing exercise. An applicant for a sales position may be asked to make a sample sales pitch based on a product the firm sells.