Recruiting is a critical function in any industry.
Recruiting is a critical function for every company and supplies its most valued asset, its human capital. When a recruiting plan is well-organized and executed, it attracts the type of top talent that will grow to be the company's executive leadership of tomorrow. However, if the recruiting process is poorly planned and executed, it has disastrous effects on a company's ability to meet deadlines and growth goals. Attracting talent in the 21st century has become a challenge that many organizations are struggling with, and it's why the recruiting agency business has grown into a multibillion-dollar industry.
Phone Screening
Phone screening is a useful way to determine if a candidate possesses the necessary skills and experience. It is a fast, convenient and resourceful alternative to a face-to-face interview. Especially when you have hundreds of applicants for few positions, the phone screen can narrow your field of candidates very quickly. Use a standard set of qualifying questions. Ask each person the same questions and record the answers. The first face-to-face interview will be the time to have more open-ended conversation. This screening is ruling in or out based solely on hard facts.
Team Approach
Involve other company employees in your interviewing strategies. When a candidate arrives for his interview, have the receptionist greet him and converse for a minute or two. First impressions are important, and it is always good to know how a candidate will behave and interact with an employee who is junior to him. Have more than one manager or human resources professional spend a limited period of time with the candidate so that a comparison can be made. It is always best to have one male and one female employee interview all candidates in the face-to-face format.
Prompt Feedback
Inform candidates of the results of their interviews in a timely manner. Do not wait for the end of the interviewing process before you provide feedback. This keeps candidates interested and excited about the opportunity and keeps candidates who have been rejected from calling continuously. Candidates who are kept in the dark about their candidacy will continue to look for opportunities elsewhere. You do not want to lose a strong candidate based on slow feedback.
The Right Hire
Vacancies are expensive; they create overtime and lower morale. However, hiring the wrong person can have all of the same effects with the added problem of a new salary and another person to terminate. Take the time to hire the right person. Be certain that she represents the type of personality, work ethic, attitude and moral fiber that speaks to your company's corporate culture. Hire a temporary employee in the short term if necessary. Temps are a way to augment your staff while you are looking for a permanent employee. Companies such as Administaff, Robert Half, Kforce and Kelly Services offer temp employees on a national scale.
