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Understanding
the process of recruitment
The recruitment process
involves everything from posting your job
advertisements to inducting your new employee into
the company.
Even before you
advertise a position,
you should draw up a recruitment strategy, which
will help you select the employees best suited to
working for your company.
1. Write a realistic job
description
The first step of the
recruitment process is to thoroughly understand
your company’s needs, so you know exactly what
you are looking for.
By
writing and posting an attractive job
description, you
can attract potentially top candidates to apply for the
advertised job.
It is important to properly
construct your job description to give out the
relevant information to viewers and to make them
want to apply for the job.
Before you begin writing your
ad, make a comprehensive list of duties. Prioritize this list in order of
importance. Include at least the top three job duties in your ad. Inaccurate descriptions of job duties only waste your valuable
time and limited money.
(For
instant job descriptions Click
here)
2.
Find the right staff!
Next comes the part of
reaching out to find candidates to fill your job
position.
Your search should involve multiple
methods. Apart from the obvious of advertising in
your local newspaper, don't
overlook networking.
Networking
for referrals is a great way to get in touch
with a lot of potential candidates., for example
through your current employees or fellow managers. They may know someone great who may have needed more flexible hours, less
responsibility, or some other non-performance based reason for being available
in the job market. For example, a very good assistant office manager may have
wanted a promotion to office manager where such a position was not available. He
or she is in the job market for a non-performance based reason and may find the
perfect opportunity with your company.
3. Use the power of the
Internet
A lot of employers nowadays
are turning to the Internet to find recruits. An
online job site is one way to take your search to
the cyber world. Job sites allow you to search
through online resumes, or post your ad and let
the recruits come to you.
4.
Review Resumes --critically.
The next part of the
recruitment process requires reviewing the resumes
you have received and either to reject or accept
candidates.
Always read résumés with a critical eye. Do not just read the résumé
to ensure that the candidate has the experience that you require. Read between
the lines: Do the dates of employment make sense, or are there gaps? Call the
employers listed or search for them on the Internet to ensure that they really
exist.
Do you and the candidate share any hobbies or other interests? Interpersonal
skills go a long way in making a successful hire. Critical examination of
often-overlooked résumé information can tell you a lot about the candidate.
5. Always send a letter.
Always try to send out a rejection or
acceptance letter after you have completed your
review. Writing a rejection letter may sound
harsh, but you can use it to politely turn down
the applicant. Just ignoring someone after an
interview is not very professional.
6. Check references -- ruthlessly. Desperate candidates may be willing to do
desperate things to get hired. Do the schools listed on the résumé really
offer the degree the candidate claims to have? Do the schools really exist?
Confirm the candidate's work history. Most employers will probably only
disclose dates of employment, last rate of pay, and other objective factors, but
this information is still valuable. At the very least, you will be able to
confirm that the person did in fact work for the employer.
7. Perform background checks. Background checks are routine in many
industries. If your new hire will handle your sensitive business functions, such
as accounting and customer service, a professional background check may be in
order.
If you decide that pre-employment screening or background checks would be
useful in your organization, make sure you get the proper consents and select a
reputable provider.
8. Conduct personality testing. Personality testing has evolved into
more than interpreting ink blots on a card. There are numerous sophisticated
tests that can determine the personality traits that best fit your company
culture. Many business coaches, psychologists and social workers offer
inexpensive personality testing. 9. Screen over the
phone.
Yes, reading résumés and speaking with
promising candidates prior to interviewing takes a lot of time, but hiring
employees is not a race. Speaking with someone on the phone for a few minutes
can be very revealing. Be sure to give the candidate an opportunity to make a
good impression by scheduling a mutually convenient time to speak for 10 to 15
minutes.
During the telephone screening, ask for a brief description of their
background, work experience, and hobbies. This should give you some idea whether
or not the candidate can handle the basics of small talk, telephone etiquette,
and basic communication. Use this opportunity to tell the candidate about your
expectations for the position and to gauge the candidate's level of interest. If
you and the candidate both agree that the opportunity is worth pursuing, then a
more formal interview may be scheduled. Save the tough questions for the formal
interview.
10.
The
Interview.
(If
you want to hire the right person try asking
these great questions)
After you have selected a
group of applicants, the interview process will
begin. The interview is the part of the
recruitment process where you can extract the most
information from a candidate through face-to-face
interaction. Deciding on the right interview type
is very important. A second and third interview
may be necessary to confirm the employee’s
potential.
11. Be a tough
interviewer -- not a pussy cat.
The interview itself should be akin to a
courtroom cross-examination scene. Ask open-ended questions, don't lead the
witness, and let them talk. Marginal candidates, if permitted to talk long
enough, will hang themselves. Use this opportunity to ask hypothetical questions
about how the candidate would handle themselves in a particular situation.
Quality candidates will expect and be prepared for the tough questions.
12. Make the
right Job
offer
Before you accept your
employee, you may need to administer a career test
or ask the employee to get certification in a
particular field. Then when you accept a
candidate, you have to make the job offer and
provide details on salary and the compensation
package.
Following this the applicant
may inform you whether he accepts or declines your
offer. The applicant may even want to negotiate
the salary with you. This is usually done after
you have made the job offer and may be conducted
through written communication.
13. Negotiate
Do not be afraid to
negotiate. Through this process you can decide
whether to accept or reject the employee‘s
demands. Once an employee has accepted the job,
you have to let him know when to start. Also the
relevant paper work must be filled out.
14.
Induction
Next in the recruitment
process comes employee induction.
This is an
important step to get the employee to fit in
comfortably into your company. This step involved
employee training and get him used to the
organizational culture of the company. If he fits
in properly he will be a happier and more
productive employee and there will be less
employee turnover.
Many thanks to
Pamela M. Belyn for her contribution to this
article. She is a corporate attorney in Chicago specializing in all aspects
of the representation of startups, franchisees, entrepreneurs, and small
businesses.
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