How to write a productive recruitment description

For years, as a manager, I have always struggled perfecting the best possible way to find candidates for a required position.  As most HR departments you first list the company requirements, for the position, and a long winded description so there are no surprises (and candidates know exactly what is expected).  This leads to abundant applications and huge amounts of time sourcing through them to find the right match for the company.

Writing a recruitment description always is the most daunting task in this department.  Where do you begin, what should be included, how do you save time in this long process?  Essentially the first thing to know is it is a process, to do it right you must devote the appropriate time and resources to it.  Most businesses will try to make their hiring process something that is quick and doesn’t add more work onto an already overloaded schedule – this is wrong!

If you do not take the time required to develop a good hiring practice in the end you will suffer, ending up spending more valuable time and money on a process, before the cost of training and sourcing even begin.  My suggestion is to start by allowing yourself or the department staff 3 hours each day just to your hiring and training procedures.

In order for it to work you must have your outlined schedule of tasks and stick to them each day without fail.  Regardless if you are currently in the market for staff, this will provide yourself /HR Department the ability to use this time later to develop, review procedures, evaluate rules, regulations and new laws to ensure your company is up to date with all its responsibilities – also a money saver.

Recently I was provided a link to a Webinar which I completely agree with, showing 10 top strategies in which will improve your recruitment outcome.  These are important first steps to learn because without these basics you will no doubt go through a painful and expensive learning curve in your HR department and hiring process.

Indeed offers this at no cost Here I have listed the points, though I suggest taking the time to sit through the webinar and fully understanding the process and why.

• Target Specific People
• Be Open
• Management Approach
• Making Every Word Count
• Be Precise
• Avoid Jargon
• Be Honest
• Learn from Others
• Always be testing and experimenting
• Have Fun

This basic review and implementation on the points, I believe, will certainly be a great start for you to achieve your desired outcome as well as save you time and money in the long run.  Additionally you will have the steps in place for your growing department and staff to follow to allow you to relax and enjoy the hiring process as opposed to dreading it each time you need to recruit.