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  • As any seasoned recruiter knows, finding the right candidate involves a lot more than simply weighing up qualifications and previous experience. The best recruitment processes are much more complex and are specifically designed to identify the ideal candidate for a specific role.

    There are several steps that a recruiter should take to ensure their hiring process is fully geared towards finding such a perfect fit. Here are three ways to help guarantee a high success rate.

    Have Clear Expectations of Candidates

    Ensuring both parties are aware of each other’s expectations from the very beginning is crucial to devising a successful skilled worker recruitment strategy. Highly-skilled workers will be seeking to advance their career and will often have a clear direction they want to move in. A recruitment agency should also have definitive expectations for the roles they are seeking to fill.

    The first part of providing clear expectations from a recruitment point of view begins with the job description. The requirements of each role must be agreed upon before the job is posted, with the expectations of the role clearly laid out. Items to determine before posting a job advertisement include whether or not the candidate is willing to make a long-term commitment, or if they will be expected to provide leadership skills.

    Also be clear about the experience requirements and minimum academic achievements. Clarity about these details will encourage suitable candidates to apply as well as deter unsuitable ones.

    Consider Aspects of a Candidate’s Character

    While experience can be a good marker of a candidate’s suitability, their academic qualifications alone might not. Certain aspects of a person’s character can make them better suited to a certain environment while ill-suited to another. A quiet and introverted person may not thrive in a busy and chaotic work environment, while an outgoing character might feel stifled in a role where they are expected to work alone for long periods.

    Many candidates will have the adequate qualifications and skills for a role, but are they a good cultural fit for the environment that role exists within? This aspect of the hiring process is crucial because a incorrect personality and cultural fit will reflect poorly on the recruitment agency and cost more in the long run when the role will likely need be filled again.

    Structure Interviews to Highlight Strengths

    A traditional interview structure usually involves asking the candidate questions about their skills and how they acquired them. But this doesn’t always reveal how able the interviewee is to transfer their skills into the advertised role. To help with this aspect of the interview process, include open-ended questions that encourage the candidate to explain how they will apply their skills to the role and how they will help the candidate succeed in the client company’s work environment.

    Keep an eye out for certain warning signs too, such as a candidate’s inability to provide examples of how they have successfully applied their skills in previous roles. Another red flag would be vague descriptions of the candidate’s motivation, as a highly skilled worker should know well the direction they want to take their career.

    To find out more about devising a successful strategy for recruiting skilled trade workers, contact SK Recruitment who are one of the UK’s leading trade recruitment agencies.

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