Hiring an individual who is correctly matched to the job and the organization is never an easy task, especially in a tight market. However, the chances for finding and matching the right person to a particular job can be improved by perfecting the recruiting and selection process.
Here are some thoughts on how to do just that.
JOB DESCRIPTIONS
A top priority is to understand your needs for a job position and then draft a complete and precise job description. Hiring managers and/or supervisors may have one to supply. Be sure to discuss the job description in detail with them.
A good job description should:
- Present a company in its best light, reeling in ideal candidates, and in the essence of efficiency, discouraging unqualified candidates from applying. This is done by using specifics.
- Use an accurate, explicit job title.
- Have bullet point requirements, specific skills and qualifications.
- Call out the length of experience required to be considered.
- List salary range and benefit opportunities (i.e., 401k, medical/life insurance, etc.), incentives and recognitions, any additional differentiating factors.
- Note any education/certification reimbursements, advancement opportunities, cash incentives and company culture.
- Include the physical job location and work schedule.
- Use company logos in ads as permitted.
Develop general recruiting ads and postings to pipeline candidates. Create links within these to feed candidates directly to you.
Use a pre-screen checklist to quickly filter candidates. This should include such things as skill set, experience, compensation requirements and availability. Screening tools and online tests can help screen out candidates not meeting the job criteria.
Keep the strongest candidates in your active pipeline. Touch base weekly and present these candidates in a weekly email to all stakeholders, with the subject: Candidates of the Week.”
POSTING ADS
Identify the best media to target your “help wanted” ad. Consider:
- Job boards. Post and mine job boards such as Monster, Indeed, CareerBuilder, ZipRecruiter, Military.com and HR.com.
- Boolean searches and Google alerts.
- Social media/job seeker networks like LinkedIn, Facebook, Twitter, Craigslist and Yelp.
- Online community forums.
- Newspapers, trade journals and local flyers.
Keep job postings updated and fresh, and always review for accuracy before re-posting.
OUTREACH
Visit sites with community “billboards” to post your position or company flyer, such as coffee shops, dry cleaners, laundromats, service waiting areas (i.e., car washes, vehicle dealerships, barber shops, etc.), food carry out areas, convenience stores, supermarkets, etc.
Build a relationship with your local government career center. Several states offer professional partnering opportunities beyond posting jobs into the unemployment database.
Contact local faith-based community leaders.
Write a blog to build interest in your organization and announce job openings. Use email blasts and mass calling services like FasCast Automated Contact, Call-Em-All and DialMyCalls.
Keep a presence in the professional community by becoming involved with the Chamber of Commerce, local businesses and professional organizations. Attend local business card exchanges and mixers, plus industry trade shows. Participate in client events (i.e., open houses, charity events, etc.).
Know your marketplace. Who else is looking for similarly skilled talent? What do you know about their current offer packages?
Network with other recruiters, especially those that are local.
Build a relationship with local technical schools, colleges/universities and high school guidance counselors, particularly skill specific teachers and professors. Request an opportunity to speak to their classes about careers in your industry.
Attend on-campus career events and job specific showcasing opportunities.
Network during personal hobby time.
INTERVIEWS
Start with a brief telephone interview. If the basics are a fit, schedule a more in depth face-to-face interview. Ask the candidate to arrive dressed and prepared for the interview. Use as comfortable a setting as available.
Consider using behavioral interviews to evaluate a candidate’s experiences and behaviors to help determine their potential for success. Legal and/or human resources approval may be needed for this.
Unlike traditional interview questions that ask a candidate such general questions such as “Tell me about yourself,” “What are your strengths and weaknesses?” or “Why did you leave your last job?,” behavioral interviewing is more probing.
Behavioral-based questions ask the person to relate stories about how they handled challenges related to the skill sets and experience required for their past jobs. They typically start with phrases like:
- Tell me about a time when . . .
- Give me an example of . . .
- Explain a situation when you . . .
- Describe how you would handle a situation where . . .
- Tell me about the last argument you had with a supervisor or co-worker . . .
- What is your idea of a long work day?
Two final recommendations: stay in touch with successful placements, and ask for referrals.
Ginna Gilroy ([email protected]) is a regional manager for Spherion Staffing Services (www.spherion.com), a division of Randstad Holding, a global recruiting and staffing provider. She has been involved with recruiting, hiring and managing employees in a diverse range of businesses and industries for more than 20 years, and has extensive experience in the transportation/distribution/supply chain logistics industries.
