The ultimate recruitment guide | Undutchables

The ultimate recruitment guide

Categorie: Business

Have a well-defined recruitment process for all your hiring is cost-effective and will enable you to streamline how you find qualified candidates. A good process can minimize the time in the searching, interview, and hiring process, also with a good process you can build a positive image to your customers, peers, and competitors.

Here we share some tips on how you can structure your recruitment process in order to identify the right talent, save time and attract candidates to your organisation.

Five steps for a successful recruitment process

Seven tips to find the right person for the job

Web site search pillar page

How do I make a good requirement profile when recruiting?

Based on your recruitment planning and strategy, you need to make a requirement profile for your desired candidate. This is an important part of a recruitment process and is simply a description of the person to be recruited. Be sure to update the requirement profile for each new recruitment, even if it concerns a similar role. In addition to the direct qualifications required for the position, you need to ask yourself and answer some other questions to supplement the requirement profile:

• What challenge should the service solve? What goals should be achieved, what should be done and why?

• What does it take to do the job, in terms of personality and experience?

• What kind of person is needed to complement the team?

• What skills and experience are required for the role?

• What skills, and abilities are required for the role?

How do I make a good job ad when recruiting?

Use a title that converts

Thus, use words on services and titles that potential candidates are looking for. Be careful when writing your ad that you use inclusive and gender-neutral expressions and word choices.

Have an appealing introduction

Start by describing the service and the company and be happy to be personal.

Tell the company's story

It is important to highlight what kind of company you are. Remember that the candidate should also be eager to work with you! If you're talking about having ping-pong tables and soda fridges, be aware that it might not appeal to everyone.

Sell the mode

In addition to describing the position in detail, also highlight aspects such as the role's challenges and benefits as well as the team, working climate and benefits.

Sell the company’s venue

Describe where the office is located and what is in the surroundings. If you work remotely, it can be good to highlight how you help with ergonomics when employees work at home and how you work with team building remotely.

Repeat why you should apply for the job

List the main reasons and tell us again how to apply – a so-called call to action.

Use movies, pictures, and colors

Anything that attracts the eye makes you more inclined to watch the ad. Don't be afraid to stand out.

Make a video ad

Moving material always gives good attention and can also give a good picture of what kind of company you are.

In which channels do I find candidates when recruiting?

In order to find the right candidates in the recruitment process, it is important to use relevant channels. You need to think about where people with the right profile are and how you can reach them.

Here are some tips to find the right channels when recruiting:

• Look in your network and the social channels you use. But also keep in mind that it is valuable to look outside your sphere, it is easier to recruit inclusively then.

• Using paid ads is a great way to reach out, both on Facebook and LinkedIn or the channels where you are active and established.

• Optimize the content. Images, moving and headers need to be optimized so that they are found by search engines.

• Understand how the platforms work and how to search for suitable candidates. Here it may be relevant to enlist the help of a recruitment partner.

• Remember to keep track of how those applying for the job got there! Was it from the homepage, from search or from ad? If you know this, you can use the insights to make the first recruitment process even more efficient.

• Use data-driven recruitment, let HR work with KPIs

Why should I use job sites when recruiting in Sweden?

Posting the job ad on job sites is an effective way to reach many candidates across the country. But keep in mind that there must be relevant places where the candidates you want to reach are located. For example, there are job sites focused on startups, tech jobs and for an international audience. When using job sites, you should expect to receive a large number of applications. They should all be screened and answered, and it can take a lot of time.

Here are some favorite sites:

https://www.monster.se

https://se.indeed.com

https://www.thelocal.se/jobs/

https://thehub.io

https://angel.co

https://linkedin.com

Web site search pillar page

How do I make the selection from a CV when I recruit?

To minimize the risk of making wrong recruitment, it is good to define three to five points that are most important and that are crucial for the role. Then start from them when you make the first selection of those who have applied for the job. Match personality and values ​​with your corporate culture, and find a good balance between the skills you are looking for in a candidate and the person behind the CV. Go for facts but also trust your gut feeling when recruiting!

Search a candidte

How to read a CV:

Check the must-haves

That is, the points that you cannot compromise on. It can be a special education, experience, competence or language skill that you have identified as a must for the role.

Check the nice-to-have

The skills and attributes that are important but not crucial.

Assess the general impression

What does the CV look like, it is correct language, a clean design, and is included in everything. In short - what impression does it give?

Is all relevant information included?

Has the candidate included education, previous work experience, language skills, and is there a summary of what the candidate's goal is?

Personality and values Remember to select those who not only check in all the boxes, but also try to read in who will add something to the team and the rest of the organization.

Assess the general impression

What does the CV look like, it is correct language, a clean design, and is included in everything. In short - what impression does it give?

Is all relevant information included?

Has the candidate included education, previous work experience, language skills, and is there a summary of what the candidate's goal is?

Personality and values Remember to select those who not only check in all the boxes, but also try to read in who will add something to the team and the rest of the organization.

4 tips for an inclusive recruitment process

Have an elaborate process Review your recruitment process and review it critically. Define your needs for the current recruitment, and review what skills and qualities you need right now. Remember to design the job description so that it has a gender-neutral and inclusive appeal. Make sure you have a mixed team that looks through the applications and does the interview.

Educate those who hire in unconscious bias Diversity and inclusion need to permeate the entire company, not just management. It is therefore important that everyone is on the gender equality journey, and that HR does not pursue the whole issue itself but has support throughout the organization. Hiring managers need to know how to conduct inclusive interviews.

Educate employees in "unconscious bias" and highlight the benefits of diversified work culture.

Invest in a good introductory program

Make sure you have a good process so that the new employee feels welcome. Diversity and inclusion should be a fixed point in the onboarding of new employees.

Give a clear presentation of your diversity policy and company values. Be sure to have different perspectives on internal courses and introductions, and integrate them into your company's DNA.

Create good conditions for competence development

Successful organizations create added value through solid work with employer branding. This can include many parts, but a fundamental part is to create the conditions for employees to be able to develop skills. It is also important to think about creating a level playing field for everyone. We in Undutchables are behind a diversified work culture and have access to a unique talent pool of international candidates. We have also challenged the founder of The Accessible Society, Tove Möller, to guest blog on the subject. Here you can read Tove's article: Anyone who only hires themselves has a fool for an employer.

Considerations for reference taking

You first need to define which reference persons you want, such as a former manager, colleague, or team member. It is good to have references from different employers and it should be people that the candidate has worked with for the last five years. Make sure the reference person is prepared for the call. When you are going to do a reference interview, you make an interview template based on the results of the job interview.

Templates for pillar page Sweden

Testing in a recruitment process can both increase and decrease diversity

A test can provide a good basis for an objective and fair assessment and can help eliminate prejudice. One advantage is that everyone is tested on equal terms and that by testing personality types you can get the right qualities to complement a team. The disadvantages are that the test result can be misleading as it can be difficult to interpret the result. A test also does not say everything about the candidate's personality and competence.

Contact us!

Contact us if you wish to learn more about how you can create a good recruitment strategy.

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