Employee Recruitment Process

The employee recruitment process is one of the more critical aspects of running a successful business. Developing and embracing a well thought out philosophy for recruiting and hiring employees can provide the edge necessary to get the best employees, faster and for less money.

We will begin the symposium through a discussion that leads to an understanding of what employee recruiting is all about. We will learn to think of recruitment as an on-going process designed to develop a cadre of qualified candidates. There will two key take-aways from this approach.

First, the search for new employees needs to be an on-going process. If you recruit only when a position is open, you will always be in a reactive mode. The best analogy is to think of recruiting just like selling. You are always on the lookout for new sales opportunities. The same holds for efforts to hire great people.

Second, you want a choice of qualified candidates. To have qualified candidates it is necessary to understand the business needs and what skills and behaviors will be successful in your environment.

Knowing what to look for and relentlessly trying to find those people are the keys to successfully recruiting and hiring top employees.

Recruiting Strategy

When the participants embrace the employee recruitment philosophy, the next step will be to develop a recruiting strategy. This strategy will consist of a comprehensive, step-by-step plan that dictates exactly how to develop the cadre of qualified candidates. How much money to spend, where to look, who should do the recruiting and the recruiting success metrics are just a few of the issues covered in a good strategy.

Included in this strategy will be (And the topics we will address during the symposium):

Confirm/Document need for the position (Do we need this position or are we filling simply because it has always existed?)

• Conduct Needs Analysis for Opening

Define Qualities and Traits of the Successful Candidate

• Develop the Job Description
• Develop the Job Analysis
• Review the qualities and traits of those that have previously served successfully in the same position

Selection Criteria-We will develop methods that will enable the participants to develop position specific selection criteria that will be instrumental in the final decision process.

Review and confirm the financial and non-financial package that will be offered to the successful candidate. (Conduct necessary competitive analysis to ensure appropriate positioning)

Develop Benchmarks to measure success of the particular recruiting effort

How long to fill the position? What was the out of pocket expense required to fill the position? What were the soft costs incurred for filling the position?

Sourcing for Potential Candidates

We will define a comprehensive library of sources and methods that participants will be able to use in actual practice.

Identifying Potential Candidates from the Pool of Interested Applicants

As we develop and implement the appropriate sourcing effort(s) we will soon find large numbers of resumes to review. Maybe some even have letters of reference or cover letters. We will develop methods to separate out the professional looking well written resumes with the right keywords in the skills/knowledge and experience. We will develop processes that will enable the participants to screen the resumes enabling them to invite only the appropriately qualified candidates to the interview stage.

Interview and Selection

We will develop and practice interview techniques that will enable the participants to gain the best possible knowledge of the candidates at the interview.

We will develop interview processes that will simultaneously enable a sufficient number of leaders from the organization to meet and evaluate the candidates and as well impress upon the candidate the quality of the organization so that if and when an offer is tendered the candidate will be enthusiastic in their acceptance.

We will develop lists of interview questions that participants will have available after returning to their organization and we will develop these lists in order to understand the candidates from varied perspectives. (Interpersonal Skills Interview Questions, Cultural Fit Interview Questions, Interview Questions About Leaving Your Job, Interview Questions About Salary, Interview Questions About Strengths and Weaknesses, Interview Questions About Your Work History, Interview Questions for Leadership Positions, Behavioral Interview Questions, Communication Skills Interview Questions, Motivation Job Interview Questions)

We will discuss the appropriateness and most effective methods of using an Interview Committee

We will discuss the appropriateness and most effective methods of requiring a Second Interview

Hiring

And we will devote significant time to developing and facilitating new employee orientation/onboarding. We will explore the following elements of a good offer process.

• Quick Offer Tendered
• Expedient Salary Negotiation
• Submit Offer Letter

Termination of Recruitment Activity

We will define a well thought out method of terminating the recruitment activity.

All rejected applicants should be notified in writing. (Thank you letters for applying)

A feedback form should be sent to rejected applicants, asking them how they were treated during the recruitment process and how it might be improved.

A recruitment-satisfaction survey should also be sent to hiring managers. It may ask their opinions of how responsive the recruiting team was, whether they were satisfied with the quantity and quality of applicants presented and how they feel about the final selection.

Pre-employment Process

A clear Pre-Employment Process will be developed

Onboarding Process

Professional Onboarding Process

Effective Employee Recruitment, a critical component of operating your business. Challenges Five can assist, contact us to see how.

impact@challengesv.com