Recruiting

Recruitment as a human resource management function critically impacts your organization’s performance.

As job markets turn highly competitive, acquiring and retaining candidates with the correct skill sets is a challenge to recruiters. Recruiting high-quality talent has a direct impact on organizational performance and success. 

Recruitment involves planning and collaboration at various stages to recruit high-quality talent:

• Job analysis and description: HR generalists face difficulties in preparing realistic job descriptions and specifications, often overstating or understating a role. HR generalists need to collaborate with functional managers and other stakeholders to draft accurate job descriptions to seek out the right candidates.
• Advertising vacancies to attract the right talent: Communicating vacancies though the right channel is necessary to attract the right talent. Most organizations acknowledge that employee referral is the most trusted channel to find new talent with the correct skill sets. New openings not communicated properly to all the employees may weaken this channel.
• Screening and selecting the right candidates to achieve the best fit: Screening the applications and filtering candidates based on their skill sets involves using objectives tools such as written tests and personal interviews that may be subjectively evaluated. Managers (and interviewers) need to deliberate and collaborate to choose the best candidate for a job.

How Qontext Helps

Qontext can help drive the Social recruitment process within organizations.

• Create a secret group. Invite managers, HR generalists and other stakeholders that have a role to play in recruitment.
• Post a job description as a wiki page. Invite the group to discuss the job description and collaboratively edit the page to refine the job description. Team members can view the changes between versions by comparing any two versions of the wiki page.
• Once finalized, post the job requirement as featured content and invite referrals (or applications) from employees.
• Create a folder for the shortlisted profiles in the secret group. Post relevant documents such as the candidates’ written test answers, samples of work, or publications for review and discussions.
• Provide a wiki page or a document (Word or Excel) for the reviewers to post their evaluations to.
• Create a poll (if required) to arrive at a yes/no decision on a candidate.
• Finalize the list of selected candidates and post their names to the group.
• Track employee referrals (for disbursement of monetary or other benefits) by tagging all referrals by the employee ID of the referring employee or any other unique ID.