Let's take it one step further. What skills are important for our employee to possess? Is it negotiation skills, because his task will be to go to strategically important meetings where he will negotiate a stock worth millions? Maybe (retail) sales skills, because the person will work in direct contact with customers? What character traits should he have? If the job involves, for example, working at the cash register, we will definitely look for comfort in contact and resistance to "difficult" customers. Should he be a team player? Have good organizational skills?
Where is your ideal candidate located? Does he/she browse social media? If so, which ones? How can you contact him/her and get him/her interested using Facebook, Instagram, Linkedin, etc.? What content will “catch” his/her eye and make him/her decide to contact you? It is worth remembering that the greatest experts do not actually browse job advertisements – they are employed by their own companies, and will consider the idea of a transfer in two situations: when they receive an interesting offer from a head hunter, or if a company seems intriguing enough to them considering the type of content it posts online. And what do you “post” online?
The list of these questions can go on and on. No matter how logical and common-sense the answers may seem at first, take some time to put them down on paper. As a psychologist, I have learned one italy whatsapp data thing: as long as something is “running around” in our heads and we think we know the answers to some questions, they only gain weight when we write them down. And that piece of paper can always be a short guide for you in future employment, especially if you do not have such a developed selection process.
Given the dynamism of the entire FMCG sector, the selection process itself should be relatively fast and efficient. Research has shown that there are three main “killers” of a quality selection process. The first is an “overly long” application process. How long does it take on average for a candidate to apply for one of your vacancies? Can the application be “solved” in a few clicks, or do they have to fill out unnecessary forms and forms? A study conducted a few years ago on Linkedin states that 60% of candidates give up halfway through a job application if the process is too long!
Another factor is a bad interview experience. Who conducts job interviews for you? Is it the company director, a psychologist, an HR assistant, or just an office manager? Does that person have at least basic interviewing skills? Is he or she able to test all the candidate's skills and abilities that are relevant to the position in a short period of time, while ensuring that each of them feels comfortable? Due to frequent mass recruitments, in the FMCG sector, the people responsible for this job often have a large number of interviews to conduct – which is not an easy task. The person needs to conduct the last interview of the day as well as the first, and to dedicate the same, individualized attention to each candidate. 83% of candidates will change their opinion about a company because they had a negative interview experience – the interviewer was careless or rude, they waited too long, or they felt like they were not treated “like people”. Their interest in working for that company automatically decreases.
The third reason is waiting too long for the results of the selection procedure. Often in Croatia HR departments are not so "quick", and candidates sometimes wait over three months for feedback on the selection, which is beyond any reasonable deadline. 75% of candidates said that some companies never got back to them with the results! Precisely because of the dynamic nature of the FMCG sector, HR departments in these companies should be very agile, with experts employed exclusively in positions that will deal with recruitment, interviewing, and psychological assessments of candidates. And, what is most important of all, regularly and timely inform the candidates about the development of the selection process, and essentially maintain long-term relations with them.
Even if you're not able to hire a candidate you like today, it doesn't mean you won't be able to do it tomorrow. And if you really, really did your best to do the recruitment process properly, that candidate will share his positive experience with others. More precisely, 95% of them would apply to work in your company again, and even 55% of them would brag about it on social networks. Isn't that a nice potential for your future employment.