With a recruitment method typically, businesses have to take a lot of time and finance to interview each candidate. Today, the application of principles, methods, smart will help you easily sift and classify each profile. From there choose the candidate most potential. Principles SMART in this article will help you set up the recruitment process the most effective.
I. principles SMART is what?
Is the principle of “SMART” helps to shape and holds the purpose of yourself in the future. You will know his abilities can do and make specific plans for them:
S. M. A. R. T is the abbreviated name of the first letter of 5 steps:
- S – Specific : Specific, easy to understand.
- M – Measurable : measurable
- A – Attainable : can achieve
- R – Realistic : realistic
- T – Time-Bound : the Hours completed
Today's SMART to be applied to all different fields. In recruitment, it helps hr easy screening and evaluation of candidates before the interview.
However, SMART is a principle, however, no need to apply a stereotype. Depending on the conditions and peculiarities of each business can creatively apply this principle.
II. Apply principles SMART in recruitment:
1. S – Specific: Specific
According to this criterion, profile, sign up recruitment as clear, specific. The degree of authentic content as high.
Indeed, with the application where the content is delivered in an integrated manner, laconic. Then the employer will have problems in the authentic content. However, with the record is explained in detail, meticulous and clear, it is not likely.
2. M - Measurable: measurable content
Record as containing much content as possible.
Of course these contents must be related to the process of working and learning. Most importantly, the contents of the record must suitable with the position of them.
3. A – Achiveable: goals can be achieved
The application documents must be clearly stated goals and achievements. The rank to which the candidate has achieved in the process of the previous work.
This naturally is with an interview edgy. You can't to the profile of the candidates only good at talking but lack the capacity and determination to act.
4. R – Realistic: realistic
The content is presented in the record to be realistic. Moreover, there should be bases and reference for sure. If necessary, the interview can lookup and verifiable.
5. T – Time-Bound: Time
With the serious candidate, then the timelines mentioned in the resume is always they explain one way the right way according to each event and have clear order.
According to managers, hr managers, senior and experience, very rare when people forget the milestones. As the day began to go to work, day's work or the tranche salary increase, bonus... Unless the candidates want to “hold” the content there.
The employer should note this:
The candidate can explain the content as well as form of the profile. Stars to have the opportunity to convince the employer highest. They can enhance the merchandise information or “soul” in there for more attractive.
However, despite how much the candidate is only allowed to fill in the content into the two criteria A (Achiveable) and R (Realistic). When they truly have the ability to act and what they have acted verifiable.
To improve the efficiency of recruitment businesses need to have a support system, comprehensive help optimize the process from searching for candidates, screening resumes to the management interview. With auto scan profile according to the criteria, scoring candidates using AI, advanced filters and hints of potential candidates, LV SureHCS Hiring help save time and improve the quality of recruitment.
According to a survey by Glassdoor, the recruitment market in the world and Vietnam are major fluctuations:
- 68,66% business complains that the candidate does not meet the requirements.
- 18,67% business struggled to find the right person though recruitment needs increase.
- The rate of recruitment through the training school only reach 1-2%shows large gap between training and practical business.
If businesses are still struggling between the CV does not fit, the recruitment process dragged or new employees leave during onboarding, the time has come you need a solution to recruit smart, more comprehensive.
LV SureHCS Hiring – System recruitment management technology integrated smart AI
- Technology LV AI Resume dissection of the entire data every format CV file – every language put into the software to create candidate profile electronically.
- Search series CV request takes only a few seconds by depth filters by keywords, 't need standards.
- Automatically transfer the record candidates at system recruitment management.
- Mining Candidate Pool through AI assistant depth to quickly find suitable candidates (support the Prompt to the query fast and right).
- Construction brand recruitment professional with your work information, service portal candidates separately.
CONTACT INFORMATION:
- Hotline: 0901 555 063
- Email: [email protected] | Website: https://www.surehcs.com/
- Office address: 23 Nguyen Thi Huynh, Ward 8, Phu Nhuan District, ho chi minh CITY.CITY
Here is how to apply principles SMART in recruitment. SMART is the phrase many people hear often not under a time”. Principles SMART to be applied in many fields. And have demonstrated the application of this principle is the most effective in each area. As we know, a hiring process gone through a lot of stages to go to the selected suitable candidates. However, if you apply this principle. Then the hiring process, your employees can become simple, saving time, cost, and more efficient.
CONTACT INFORMATION:
- Solutions talent management & Human resources comprehensive LV SureHCS
- Hotline: 0901 555 063 | (+84.28) 3842 3333
- Email: [email protected] – Website: https://www.surehcs.com/
- Headquarters: 23 Nguyen Thi Huynh, P. 8, Q. Phu Nhuan, ho chi minh CITY. Ho Chi Minh
