HR Corner Fresh graduates find integration easier by Charles Mak Accessing key attributes takes strategies The traditional recruitment channels such as print or online media and open days tend to be more effective for certain types of job and for hiring in specific sectors. For example, recruiters have found that while accountants and IT experts often start their job search by checking websites, sales professionals still prefer to turn to the print media. As a result, HR practitioners are exploring the most appropriate channels to target and attract the talent their companies need. In the case of an organisation like the Harilela Strategic Group, which has diverse interests in restaurants, hotel supplies trading, spas and systems consultancy business, it means having alternative approaches to target prospective candidates for each distinct role. According to Terry Chan, the group's human resources manager, that was the primary reason for taking part in the Hong Kong Polytechnic University's career day for the first time this year. The company was looking for graduates who had taken hotel-related courses. "Without fixed work habits, fresh graduates with an understanding of the hospitality business can easily be trained to integrate into our company culture," Ms Chan says. "The career day enabled us to compile a database of potential candidates. It also helped with long-term recruitment, allowing us to provide one-year placement opportunities. With our appealing training programmes, anyone who has had a placement is inclined to work for us after graduation." You can find out a great deal about a candidate in a short telephone screening conversation Special tests While academic credentials are important, the company's recruitment policy is to assess candidates' communication and presentation skills. "A resume can project a perfect image but the person may turn out to be something quite different," Ms Chan says. "This has become a common phenomenon for HR managers handling recruitment." Therefore, applicants were asked to take special tests in language proficiency and writing e-mail correspondence. "This can also serve as an aptitude test," she says. "Candidates will also be assessed on how they present their own strengths. As we are a multinational group, prospective candidates need to show their potential to communicate effectively in English." After the career day, students who had expressed an interest in joining the group were formally assessed. Two applicants have now been employed. Both showed certain key attributes – a positive attitude, an aggressive approach to business, commercial acumen and the ability to think independently. "It is surprising that quite a few candidates didn't even know what they really wanted for themselves or from us," Ms Chan says. "It's important to assess whether a candidate is well prepared for the interview," she adds. "There are a number of channels, such as our website, by which an interviewee can find out about our corporate structure, history, scope of business and work environment. During an interview, we then explain the flexible range of career options and make it clear that nothing limits the progress of those who perform well." Ms Chan believes that, in other circumstances, an initial screening phone call in English before a formal interview is also a practical and easy way of forming an impression. "Candidates may feel more relaxed on the phone and you can find out a great deal in just a short conversation," she continues. "A very simple question about expected salary or career aspirations may do the trick. Telephone manner often tells a lot about how the applicant delivers a message positively and accurately, which is essential in our kind of work." Basic criteria To recruit the right people, Ms Chan must first understand the group's needs and direction before laying down the required skills and personal characteristics. "We have basic criteria and standards concerning knowledge, appearance and aptitude," she explains. "For hiring a replacement, we would first review the job description and responsibilities. Apart from the traditional selling techniques, a contemporary salesperson must also possess discerning market insight and macro-economic perspectives." Ms Chan was greatly impressed by what she saw and heard at the career day. "Some undergraduates understand that it is not their experience but their potential that makes them valuable," she says. "They want a job that gives them plenty of scope to learn and they regard monetary issues as secondary. As a scrupulous employer, we highly appreciate this mature attitude which enables them to fit in easily with the group's culture. "In exercising responsibility for recruiting people with the right personality and competencies to fill available positions, Ms Chan says a desirable candidate is expected to be highly flexible, fully committed and constantly looking for improvement. "Most importantly, they must be able to share the culture and values of our company," she adds. Salient points Fresh graduates are receptive to a new work environment and accept new ways of thinking Career days offer recruiters an alternative channel to access potential talent HR should set basic criteria and standards for knowledge, attitude and skills before recruiting Much can be learned about candidates during a telephone conservation before an interview Taken from Career Times 7 October 2005, p. D10 Your comments are welcome at [email protected]