Plan Your Recruiting to Ensure Successful Candidate Selection

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Plan Your Recruiting to Ensure Successful
Candidate Selection

• http//www.recruiterbox.com/
• May 2013

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The Importance of Planning and Structure During
the Hiring Process
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.

• 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 candidates
  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 weve 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.

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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.

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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.

• Its 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.

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Outreach

• Determine the scope of your publication and venue
  usage.

• Publishing your job openings can cost money. Its
  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.

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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
  youve created, you will be able to narrow your
  list of candidates down. From there you can also
  determine the order of which youd like to invite
  the candidate for an interview.

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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.

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Make The Call

• Once youve 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!

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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/