{"id":8161,"date":"2023-11-27T14:39:46","date_gmt":"2023-11-27T14:39:46","guid":{"rendered":"https:\/\/www.sadc.org\/?p=8161"},"modified":"2023-12-04T16:28:17","modified_gmt":"2023-12-04T16:28:17","slug":"how-to-recruit-the-right-person","status":"publish","type":"post","link":"https:\/\/sadc.org\/en\/how-to-recruit-the-right-person\/","title":{"rendered":"How do you recruit the right person?"},"content":{"rendered":"
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When it comes to recruitment<\/strong>, locate the right profile from a myriad of applications<\/strong> is a real challenge. Some jobs<\/strong> require technical skills that are very rare on the market, despite the influx of job applications<\/strong>. However, when a vacancy arises, the company needs to recruit a new employee to ensure continuity of service.<\/p>

In order to satisfy this need, it is essential to define the criteria required for selecting the right candidate<\/strong>. How do you determine the ideal profile for the position to be filled? What qualities should we look for in an applicant? Here's how.<\/p>

A phase of reflection<\/h2>

The first step is to describe the roles and responsibilities<\/strong> to the position to be filled. By the way, the job description must take into account the company's future developments. In other words, the candidate must be in tune with the organization's short- and long-term needs.<\/p>

As part of this introspection, it's essential to understand the expectations of both the manager and the employees. In addition, a adaptable profile<\/strong> and integration will ensure good cohesion between team members. Needs also depend on the working environment<\/strong>. For example, a candidate's proactivity would be appreciated by a start-up looking for efficient, autonomous employees.<\/p>\t\t\t\t\t\t\t\t<\/div>\t\t\t\t<\/div>\t\t\t\t

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Skills, a prerequisite<\/h2>

The exercise of a function requires perfect mastery of the responsibilities and tasks involved. That's why skills are a prerequisite in the candidate selection<\/strong>. They take the form of academic studies and training, culminating in a diploma or certificate of achievement.<\/p>

As such, the CV reading<\/strong> provides an overview of the candidate's education and qualifications. As a recruiter, it's up to you to examine whether he or she has the right skills for the job. That's right, a competent candidate understands the specifics of the position<\/strong>. His knowledge will help him in his job.<\/p>

Know-how, a guarantee of efficiency<\/h2>

Nevertheless, a diploma is not enough to validate suitability<\/strong> between the job and a candidate's skills. Admittedly, the job may require a higher-level diploma, but the real question lies in the applicant's know-how. In fact, know-how is forged through academic knowledge and theexperience<\/a> acquired over the course of a career<\/strong>. It takes the form of ease in the field, an operational quality much appreciated by the recruiter. By the way, this know-how can be assessed during the trial period.<\/p>

Experience, an undeniable asset<\/h2>

For the recruiter<\/strong>the experience is worth its weight in gold. Indeed, it is, experienced candidates have an edge<\/strong> on the young graduates<\/strong>. That said, they can be surprisingly adaptable and committed. That's why the company should consider their profiles and offer them the opportunity to take their first step into working life.<\/p>

Personal qualities<\/h2>

In addition to skills, know-how and experience, it will be equally important toobserve the candidate's attitude<\/strong>. His personal and behavioral qualities give a glimpse of how he will act in a professional environment. The pension<\/strong> and the perseverance<\/strong> are, for example, assets when it comes to dealing with difficulties and unforeseen events. It's important to remember that hiring is often based on experience, but employees are often thanked for their attitude.<\/p>

Empathy, responsiveness and good interpersonal skills can also be among the qualities you'll be looking for. qualities appreciated in a candidate<\/strong>. However, they must correspond to the requirements of the trade. In addition, uprightness and rigor<\/strong> would complete the ideal profile of an accountant candidate. For a customer advisor role, we're looking for a a good listener<\/strong>patience and courtesy<\/strong>.<\/p>

Adherence to corporate values<\/h2>

Ultimately, a candidate with a keen interest in the company<\/strong> will be keen to commit fully to his or her new role. During the interview, you can discuss the reasons why he or she would like to join your company. His answers will indicate his real motivations and interests for the company<\/strong>. It is also essential to determine whether the candidate will be able to adhere to the organization's values.<\/p>\t\t\t\t\t\t\t\t<\/div>\t\t\t\t<\/div>\t\t\t\t\t<\/div>\t\t<\/div>\t\t\t\t\t<\/div>\t\t<\/section>\t\t\t\t

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SADC Achigan-Montcalm: Who are we?<\/h2>\t\t\t\t<\/div>\t\t\t\t<\/div>\t\t\t\t
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To help you manage your business efficiently and exploit its full potential, the SADC offers you :<\/span>\u00a0<\/h3>