5 criteria for personnel recruitment, IMPORTANT to improve the quality of input

Hiring the wrong person is not merely just about spending a few more months of trial work or cost of re-employment. According to reports from Harvard Business Reviewa mismatch can cause losses up to 30% of the salary the first year, not to mention the implications long-term mental work of the whole team. This poses a difficult problem for the business: how to recruit the right people from the beginning?

One of the core solutions, located in establishing the criteria for recruitment obvious match. When a business has a set of criteria specific recruitment, including professional competence, soft skills, level of fit with the company culture, the process of screening candidates become objectively consistently more effective.

In this article Lac Viet SureHCS will work with you to analyze “the hiring criteria for” perspective practices, and provide guidance to help business step by step deployment criteria effective in accordance with the context and needs of each organization.

1. Hiring criteria for what is?

Criteria for recruitment is the set of requirements, conditions or specific characteristics that businesses put in place to assess the degree of fit of the candidate with a vacancy certain. These criteria usually include three main groups: qualifications, job skills, and qualities of individuals.

For example, when hiring an employee, business criteria may include: there is experience at least 1 year in the field sales, B2B, good negotiation skills, ability to work independently and under high pressure. Depending on the location, each industry that the business will build recruitment standards, respectively, to avoid the application of criteria stereotyped cause deviations in the assessment.

Points to distinguish are:

• Criteria for recruitment are the specific conditions used to evaluate candidates (bring enforcement in episodic recruitment).
• Standard recruitment is the general direction that the business building to guide the entire recruitment activities happening consistently (systemic, strategic).

The system possesses criteria recruitment clearly bring many practical benefits:

• Help shorten the review time, limit hiring the wrong people.
• Increased ability to attract suitable candidates right from the stage of post recruitment.
• Improving the experience candidates thanks to transparent processes and clear.

2. The hiring criteria for popular today

One of the core elements to building standards recruitment efficiency is defined systems criteria needed for each job position. Here are five criteria that are commonly applied in many businesses, the recruitment process becomes consistent, unbiased, easy to replicate.

2.1. Professional competence, work experience

This is the criteria group platform, which is often the recruiter first priority when evaluating candidates. Professional skills include specialized knowledge, professional skills and ability to apply that knowledge in practical work.

For example, With location, general accounting, business may require the candidate has from 2 years of experience, proficient in using accounting software, understand the tax regulations, financial statements.

When defined criteria of expertise, recruiters to easily screen the eligible candidates, avoiding loss of time, these records do not match. At the same time, making clear requests, right from the start help candidates self-assess the level of fit before applying.

2.2. Personal qualities, attitudes, and degree of fit with organizational culture

A candidate expertise is not sure will be a success without a positive attitude, harmony with the corporate culture. Therefore, many organizations have additional group of this criterion in the evaluation process.

The qualities usually focus include: honesty, responsibility, actively learn and ability to adapt quickly. In addition, businesses should also determine the characteristic elements in the internal culture (for example, the spirit of cooperation, the high discipline, or encourages creativity...) to put into making evaluation criteria.

Appreciating about the quality, culture fit helps limit the internal conflict, increase the rate of long-term commitment of new personnel. This is also an important part in the construction of standard recruitment sustainable over time.

2.3. Soft skills required

In the work environment is modern, soft skills no longer a criteria that is increasingly becoming mandatory element, especially in positions related to management, customer service, sales, marketing...

A number of soft skills common should be taken on criteria for recruitment include:

• Skills effective communication (verbal and written)
• Group work skills
• Skills problem solving
• Critical thinking, the ability to adapt

For example, When hiring an employee, customer care in addition to knowing about the product, the employer should assess the skills, ability to handle the situation and communicate skillfully, these factors can only get to know through the test in real-life situations or behavioral interview.

Hr owns good soft skills have the ability to handle flexible work, effective collaboration with teams and adapt quickly to the change in the organization.

2.4. The level of fit with the model work (on-site, hybrid, remote)

The shift to the model the flexibility to work after a pandemic has changed the criteria for evaluating applicants. Some work no longer requires a regular at the office, but need people who have the ability to self-organize, work, discipline yourself and use good tools to communicate from afar.

With the working position hybrid or remote, businesses should additional criteria, such as:

• Skills time management, personal work
• The ability to use the tools work online (Zoom, Slack, Google Workspace...)
• The level of autonomy, high sense of responsibility

Selection of suitable candidates with the model work is in helping ensure the work efficiency, reduce the risk of productivity in the work environment dispersion.

2.5. Capacity development, potential for advancement

In the position of needing long-term training or have a development roadmap up the role of management, the additional criteria for evaluating potential is urgently needed. Includes the ability to learn, systems thinking, orientation, self development, leadership skills, potential.

A number of ways to assess the potential:

• Put hypothetical situations in the interview to see how candidates analyze decisions
• Reviews reflexes with new challenge
• Test the ability to collect feedback and self improvement

Recruiting the right people has the potential to grow to help save the cost of training, shorten the duration of inherited position, built up a team of the design approach from the inside.

3. Note when building system criteria recruitment for business

A set of criteria to recruit good not only help businesses choose the right candidate, but also contribute to creating professional image in the eyes of the employee. However, in order to promote effective that the process of building standards recruitment should be done carefully, flexible to suit each specific circumstances. Here is the important note for businesses:

3.1. Based on the job description specific

Criteria for recruitment must proceed from the actual needs of vacancies, it should not be applied mechanically in a frame template for multiple positions.

For example, with location personnel and administrative criteria, and can tilt about carefully, internal communication, ability to organize records. But with location, business should emphasize the ability under pressure, critical thinking and negotiation skills. The differences in job requirements requires criteria for recruitment must be “tailored” instead of a standard version for all.

Practical benefits: When criteria reflect the peculiarities of work, the recruitment process will adhere to actual needs, which helps businesses easily evaluate the right people – the right capacity – the correct position.

3.2. Balance between rigid elements (expertise) and elements software (qualities)

Many businesses tend to focus only on the degree, certificate or number of years of experience, forgetting that the factors such as teamwork, positive attitude, ability to adapt to company culture is a key factor determining the level of attachment and the long-term effect.

For example, A candidate may have the technical skills good, but without the ability to coordinate groups of people that can slow down the progress of joint projects. Therefore, when building recruitment standards, need to ensure the harmony between professional skills, personal skills.

Practical benefits: - Balance the elements to help construction business is a team of just good at medium harmony with the working environment, thereby creating performance more sustainable.

3.3. Ensure transparency feasible

A set of criteria for effective recruitment not only for internal use but also is information to help candidate understand the business are looking for something,. Therefore, the criteria should:

• Write clear, avoid using the term too specialized or difficult to understand.
• No take out required practice (for example, ask candidates young age but it takes 10 years of experience).
• Mounting criteria directly into job descriptions, post job to create the transparency right from the start.

Transparency in the criteria, not only help candidates self-assess the appropriate level, but also increase corporate reputation contributes to improve the quality of record shorten rings selected.

3.4. Regular updates according to the trend, the demand internal

Labor market constantly changing, business needs, too. Therefore, the criteria for recruitment can't be fixed document.

For example: In the last few years, many businesses have additional criteria such as skills in using tools to work remotely, the ability to app AI technology, or thinking, data analysis, ... the capacity was never mentioned in the standard recruitment traditions.

In addition, when the organizational structure changes or strategic staffing adjustments, businesses also need to revise the system criteria to ensure fit.

The regular updates help hiring criteria for always keep abreast of the actual operation and the market trends help businesses't miss a beat in attracting talent.

4. Application software to effective recruitment

To effectively implement the criteria for recruitment in fact, businesses need a platform that supports hiring manager sync, easy to operate flexibly according to internal processes. SureHCS Hiring – subsystem of the system HR Software comprehensive SureHCS of Lac Viet is the tool to help enterprises standardize, automate and improve the efficiency of recruitment from the input.

Software recruitment from Vietnam SureHCS allows enterprises to establish management criteria, recruitment details for each position, at the same time support the entire process from planning, post jobs, receive, record, evaluate candidates to approved recruitment. Some salient features can be listed as:

• Build the criteria for recruitment in each position: Businesses can make available a framework for evaluating applicants with the criteria of expertise, soft skills, experience, attitude and cultural fit...
• Records management, evaluation criteria were set: the System helps to scan, filter CV and automatically classify applicants according to the degree of fit with each of the criteria.
• Customization recruitment process according to the pattern held: allows adjustment of the browser step, assign, participate in the assessment and coordination between departments without interrupting the work flow.
• Connect the multi-channel recruitment: Integration of the source registration information, popular (Facebook, LinkedIn, VietnamWorks, business website...) help to expand the reach of potential candidates.
• Statistics report efficient recruitment according to each of the criteria: Business easily monitor and adjust the criteria or process based on the data analysis after each round of recruitment.

The value that business get not just stop at the shortened duration, recruitment costs, but also in the ability to standardize the selection process, standards development, recruitment have the system create a foundation to improve the quality of personnel in a sustainable way.

Identifying and applying the criteria suitable recruitment is the foundation for enterprises to choose the right people for the right work right from the start. However, to ensure consistency, transparency, efficiency in the entire selection process, businesses need to the support of technology. Software solutions such as SureHCS Hiring not only help manage information criteria, rating candidates in a systematic way, but also contribute to building strategic long-term hiring based on data practices.