Plan Your Recruiting to Ensure Successful Candidate Selectio

1. Plan Your Recruiting to Ensure Successful Candidate Selection http://www.recruiterbox.com/ May 2013

2. The Importance of Planning and Structure During the Hiring Process A resume is important, of course; it gives you an aerial view of the candidate at hand. However, it cannot tell you much about the candidate’s interests, personality, or sensibilities. The other information not contained in the resume can say a lot about performance in the work place. The hiring process is arduous and requires that the hiring managers pay a lot of attention to a lot of things. Here we’ve provided a simple outline for procedures to adhere to in order to make this process as smooth as possible during your hunt for the perfect candidate. “He who fails to plan is planning to fail.” this famous quote that has been attributed to Winston Churchill during World War II. This is a mantra that businesses everywhere should be subscribing to. Many companies may hire candidates based on the face value of their resume. However, by doing so there are a lot of great opportunities to find the absolute best fitting candidate that are missed.

3. Identify Positions Identify the positions that you need to have filled. Sounds simple enough, right? • Look at the needs of your company. Where are you struggling most? What functions need to be covered and how much of a work force is needed in order to alleviate your deficiencies? • After detecting which positions you need filled, you can then discover the specific duties that these positions will be covering. • Having an understanding of the exact position and number of hires you are aiming for will help you with your overall hiring strategy. This is the starting point.

4. Determine Qualities Determine six to eight prominent qualities that the candidates should possess. • On another note, this list can also be very helpful to the interviewee so that they may ask themselves if they believe the possess the qualities that you are searching for as well. • It’s important to create a profile or a detailed job description so that you will become aware of exactly what qualities you believe are needed in order to be successful in the position that you are hiring for. • In order to create this list of qualities it helps to speak to your current employees to discover what qualities they believe are necessary in order to be effective in the given vacant position.

5. Outreach Determine the scope of your publication and venue usage. • Publishing your job openings can cost money. It’s a good idea to determine how far to cast your net when searching for great candidates. Consider the level of the position and the skills that are needed in order to successfully fill that opening. For entry level jobs, it may not be necessary to take a job posting national; however, for executive level jobs, it may be needed in order to ensure you are visible to the best candidates out there. • There are venues you could utilize for your local hiring campaigns. There are seminars, job fares, conferences, etc. Determine whether or not this is something that would benefit your company or not.

6. Standards Set some standards in place in order to narrow your list of candidates down to a manageable number. • Doing this will eliminate the need to interview every single applicant and will streamline your hiring process. • Based on the list of six to eight qualities that you’ve created, you will be able to narrow your list of candidates down. From there you can also determine the order of which you’d like to invite the candidate for an interview.

7. The Interview Process This is the fun part; however, it is also one of the most critical, and it will require your undivided attention. • To run a smooth operation, you will want to decide early on who will be participating in the interviews. To do this you will want to consider who is essential within the department that you are hiring for and perhaps even other from departments that would be working closely with the candidate upon hire. • You will want to work out your screening questions well before your interview. For flow it would be great to know who is taking the lead on the interview and who is asking particular questions. Having a set of questions that you ask each candidate will give you a fine way of putting each candidate on level ground with each other so that you can better delineate who may be the best person to fill your open position.

8. Make The Call Once you’ve had all of your interviews, the process becomes simple. • Talk everything over with your fellow interviewers. • Figure out who is best qualified on paper. • Figure out who has the personality type and qualities that will work well within your work place. • Weigh out your strongest candidates and make your decision. • Once you make your decision, contact the candidate right away. Chances are if you feel good about him or her, then another potential employer feels the same way. Strike while the iron is hot!

9. Contact Us RecruiterBox is the secret to successful recruiting. Receive and manage job applications effortlessly with their innovative tracking software that makes finding, and hiring, the perfect candidates easy! Visit us today at http://recruiterbox.com/