1. Developing An Effective Recruitment Strategy
Hiring new employees can make or break a business because people are the most
important asset of any organisation. Bring in the right people and you could really
boost performance, get it wrong and the impact could be disastrous. From our
experience, here are 7 of the most critical considerations:
1. Determine your requirements
Whether you outsource recruitment entirely or combine outsourcing with your own
initiatives, if you don’t develop a clear understanding of the requirements of your
business, you are likely to end up with something that you didn’t want. Not only will that
leave your business with a lack of suitable human resource, it will also burden your
business with additional and unnecessary cost.
You should understand not only the skills and abilities needed, but also the ‘type’ of
person that will be a good ‘cultural fit’. The use of Personality Profiling and other
Psychometric Tools can be vital in this regard.
2. Do your homework
The proliferation of online recruitment sites means that there are more places than
ever to advertise and highlight your career opportunities. Large online job sites,
LinkedIn and other social network sites offer an apparently easy way to mass advertise
but when it comes to finding the right candidates, what’s really important is working
out which ‘specialist’ recruitment channels are going to get the best return for your
and your company’s time and expense.
3. Make the application process straightforward
The Total Quality (TQ) maxim that ‘A quality company is easy to do business with’ is
at its most relevant when it comes to recruitment. Ask yourself how easy (or difficult!)
you are making it for the best candidates in the marketplace to become your new
employees. Is the process simple and straightforward, or do candidates have to jump
through hoops to get the chance to connect with you?

2. A bad experience does not just affect how potential candidates view your company;
their impression will be spread out through their own connectivity. Try viewing your
candidates as customers and see how that can help you to improve and streamline your
recruitment process.
4. Communicating your company culture
Organisations that successfully connect their employees and potential employees (as
well as their customers and business partners) to a strong and compelling company
culture will have an enormously better chance of attracting and retaining the best
people. Thereafter engaged and committed employees create a positive, multiplying
dimension to your organisation. They are the individuals who would recommend a family
member or friend to their company and are happy to share their belief that your
organisation is a great place to work at.
A strong and dynamic culture inputs directly to creating brand strength. Brand has
long been shown to be one of the most valuable assets that a company possesses. If you
can’t communicate this at the recruitment stage, then you are seriously selling your
company short.
5. Develop a robust assessment process
Develop a set of criteria that critically assesses which candidates best fit the job
specification and ensure that you have a robust and comprehensive interview process.
Make sure all relevant personnel are trained to interview and assess in a consistent and
meaningful manner. Remember, the cost of a bad hiring decision isn’t just an initial
financial cost; its effects will continue, and possibly multiply, so long as that particular
employee remains with your organisation.
Ensuring that you invest time and effort in making the right decision, will be rewarded
many times over as the right candidate becomes a high-contribution employee.
6. Once you have decided, move quickly
Ensuring that you can move quickly once you have reached a decision is critical in
ensuring the right candidate does not go elsewhere. A common problem is having a
cumbersome internal process for deciding upon, and communicating, the Compensation &
Benefits package to the chosen candidate or sometimes not having a process in place to
move from reference-checking to offer letter. The best candidates will not wait around
for you. They will have other offers to consider. So once you have identified the right
candidate, make sure you can move quickly to get them on board.

3. 7. Recruitment as a continuous process
A holistic recruitment process doesn’t stop
when an employee joins the company.
Everything possible must be done to help
them integrate in the most efficient and
motivating way possible. New employees will
invariably need assistance to get up and
running quickly as an effective contributor
within your organisation. Following that, your organisation must have a dynamic and
rewarding environment that keeps employees engaged and motivated or your whole job
will start again before you know it!
For more information on how Signature Trend can help your organisation with each
of these areas, please do not hesitate to contact us.
Our Address:
Signature Trend Sdn. Bhd.
107A Block A, Jasmine Towers,
Jalan SS2/72,
47300 Petaling Jaya,
Selangor, Malaysia
Tel Malaysia: +603-2201 2410 / +603-7611 0981
Tel UK: +44 (0) 7793 013341
Email: paul@stadvisory.com or admin@stadvisory.com