Basics in Effective Recruiting

To effectively recruit for talent an employer must have a “well branded” image in the market and the right reputation. In other words, a company must truly be recognized as “an employer of choice.” To accomplish this, HR must take a lead in ensuring that internal practices and the company’s policies promote such.

Investments made in having effective recruitment processes and ensuring the right outreach to build a quality candidate pool is a foundational need.

Employers must invest time in developing relationships with college/university placement offices, recruiters/executive search firms, and professional/industry associations, networks through LinkedIn, just as examples.

Allowing employees to participate in trade groups, associations or attending conferences is a perfect way of promoting a company and can make a difference in connecting with non-job seeker candidates or to get referrals.

Be attentive to online job boards for potential candidates who may not necessarily be looking but have posted their resumes for potential consideration.

Companies often oversee the opportunity within their own organization to fill a key opening. It’s important to look in-house as often as possible – providing growth for current employees. Generally it’s recommended that companies post openings internally before posting externally. There may be exceptions – but this typically the best practice.

Involve your employees in the hiring process. Encourage their submission of qualified candidates. Your current employees are often the ones who best understand cultural fit as well.

Clearly specify in job postings, the requirements that are essential for any given position.

Use state delivery systems to will post your positions broadly and may refer candidates to you.

Identify new sources, forums, discussion groups and places that are worth doing social networking with or posting/advertising openings.

Fully understand the competitiveness of your benefit and compensation offerings. If unsure, seek out survey data that will help ensure that your setting the total compensation and benefits package at level that will attract the right applicants and candidates.

In developing an ad copy, find ways to extenuate the positives and unique offerings either at the company or in the position (for example – flexible work hours, remote, travel, etc.).

Use your company’s website for recruiting. Make sure it portrays your company’s vision, mission, values, goals and products. This is typically the first place candidates will look to determine if they are interested in applying or working for a company. It is always recommended that you have a separate section dedicated on your website to posting your openings and talking about career opportunities. Employers make it easy to apply for position

Develop a job description that specifies the key responsibilities and expectations. Then define the behavioral characteristics of the ideal candidate. This should follow a complete analysis of job requirements, essential functions and KSA’s (knowledge, skills and abilities).

Develop 5-10 key responsibilities or characteristics that will be used to screen resumes. After screening the resumes that have these attributes, phone screening appointments are generally set up to minimize having on-site time involved with meeting face-to-face. Only those candidates who have successfully accomplished meeting the criteria in these 5-10 key areas should be moved to the next phase of the recruitment process.

Conduct on-site interviews involving the right participants from your company. Use behavioral specific question to gather as much information as possible and also validate the experience reflected on their resume.

Keep in contact with potential candidates that you are interested in.

Keep notes on candidates and candidate assessment forms in job files. Job files should be set-up that contain all activities involved with your recruitment process, including where the position was posted, when the position was advertised, who was considered, who was not considered, why they were or were not, results of screen questions, etc.

Conduct thorough reference and background checks.

Checklist:

  • Determine if the work can be done without adding to staff?
  • Is the position budgeted for?
  • Schedule a meeting with the hiring manager, HR, internal customer, etc.
  • Develop and prioritize the key requirements needed for the position along with any particular qualities or traits that are necessary in the role.
  • Prepare ad copy
  • Announce the position – internally, followed by externally
  • Develop the job description
  • Determine the salary range
  • Other benefits? Relocation?’
  • Have internal candidates complete an internal application
  • Interview internal candidates
  • Complete candidate evaluation forms on all candidates – internal and external
  • Screen other candidates – external
  • Revisit your ad strategy – is it working?
  • Using social media sites – are you applying a consistent policy and practice?
  • Will testing be involved?
  • Who should be included in the interviewing process
  • Are you using a candidate evaluation form?
  • Are you checking references – documenting responses?
  • Have you communicated to candidates that a background check and drug screen process will occur?
  • Are there any restrictions with top candidates – “non-compete” agreements, etc.?

Recommendations

Contact ERA’s toll-free Hotline at 1.800.237.9554.

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