Today's recruiting solutions don't stop at simple job postings. Both traditional and modern recruitment methods can have their advantages and disadvantages, and these are reviewed in the following article by one of the most important domestic recruitment companies, TESK Tanácsadó Kft.
When recruiting a new employee, we may have many questions about who we want to fill the position with.
- What are the duties and professional expectations of the new employee?
- What is the right personality for the given task?
- How can we find the most suitable applicants and "test" them in practice?
While in the past job advertisements appearing on various job portals were known as a widely accepted and often used recruitment method for collecting applications, today it takes on a much more colorful picture. In order to find the right candidate for the position, we need to carefully examine the points mentioned above.
When we have the answers, we can decide which way to proceed. Do we need an innovative and creative innovation in recruitment or can we achieve the desired goal with traditional methods? In addition, it is decisive whether we are talking about a more general position that arises as a one-time demand, such as an administrative position, or whether it requires some more specialized professional knowledge or expertise, or perhaps it is a project with a larger number of employees.
We can state that nowadays they still represent a significant source of recruitment advertisements or subscribed job search interfaces the use of which it is important to know the scope of the target group to be reached with the tools used, in order to be able to determine how to approach them. If we look at the ads published on job search portals, the ads with a youthful, upbeat tone and encouraging applications are very popular in the case of companies that typically employ a relatively younger average age group.
In recruitment today, it is not enough to formulate a general job offer based on facts, one must strive to be as creative as possible.
This is especially true in the SSC areas, where due to the high level of language knowledge or language variations, it is not always possible to solve the hiring according to the specialized qualification, especially in a search for a large number of people, even twenty or thirty people, where there are at least two or not uncommonly three for the same position hiring applicants who speak the language. In such searches, since we are not specifically targeting employees specialized in this field, it is important to be as attention-grabbing as possible. In addition to the job offers published on traditional websites, the forums of social networking sites that have almost become a part of everyday life and the advertisements on them are also significant, where people with similar professional experience, education and language skills can recommend opportunities to each other.
TESK Tanácsadó Kft. also recognized that HR knowledge alone is no longer enough in recruitment, but we must also be present in the represented areas in order to get to know the specifics of the area even better than industry knowledge, or in this area employees' professional and personal interests, so that we can bring job opportunities as close as possible to the desired target group and make passive job seekers active as well.
This can be seen in the SSC area even in the context of various language forums and cultural events, where as a cooperating partner we have the opportunity to appear and make our services known not only among candidates, but also to potential partners. With this, we are able to carry out recruitment that has a longer payback over time, but we can also reach applicants who are not present on the labor market. The same can be said about IT searches, since anyone who has already carried out recruitment in this area, or even a larger volume of staff expansion with the same professional expectations, must have already faced the fact that a lot needs to be done in order to be able to acquire new applicants. For companies interested in IT recruitment, the most important opportunity to get to know passive job seekers working in this field is the large-scale professional IT events, or multi-day trainings and conferences, as well as the programming competitions held at these events, where we can meet the talents of this profession.
Since it is becoming more and more difficult to find excellence in the profession, it is therefore worth including professionals with a large social network who are recognized in the given profession, who know the market and those talents who cannot develop their talents in their current job, but wish to develop further.
At TESK Tanácsadó Kft., we have already experienced in both our areas (SSC and IT) that by involving the appropriate professional partners, we have achieved a more targeted effect with a smaller energy investment. It is not easy to find the right specialists for this recruitment method, but if you succeed, it means a well-functioning system, since people working in similar fields know each other, especially if it is a special field, since they are the ones who can help us, responsible for recruitment HR staff, where we can find potential candidates matching the profile's expectations.
Is it worth updating our recruitment tools and why is it worth using a consulting company?
These processes are often very time-consuming, for which a partner company does not necessarily have the capacity, but for us as a consulting company, innovative recruitment is essential, as it represents the main scope of our activity. It is also in our interest to get to know the area and represent our client in the best possible way, with which we can save costs and time for our client.