Hiring is one of the responsibilities performed by HR team and department, and it might seems easy to hire, and many of us might think that it is matter of an interview ...etc
However, the process of hiring is considered successful when the hiring manager finds the best relevent candidate that fits the position.
Below some few tips about recruiting great employees:
1. Recruiting Your Ideal Candidate
A job description
that tells potential employees the exact requirements of the position is useful. Even more useful is the process you use to develop the job description internally and the behavioral characteristics of your ideal candidate. Assemble a team of people
who represent the best qualities of the people who currently hold the same or a similar position. Include the hiring manager.
Develop a job description that delineates the key responsibilities and outputs of the position. Then, define the behavioral characteristics of the person you feel is your ideal candidate. Finally, list your five - ten key responsibilities and characteristics you will use to screen resumes, perform phone screens and eventually, establish the questions for the candidates you interview.
2. Tap Your Employee Networks in Recruiting Candidates
Spread word-of-mouth information about the position availability, or eventual availability, to each employee so they can constantly look for superior candidates
in their networks of friends and associates. In this age of online social and professional networking, the chances are, you and your employees are instantly connected to hundreds, and even thousands, of potential candidates. Tap into this potential audience on Facebook, LinkedIn
, and Twitter
, to name just a few.
Use trade show booth time to meet and get to know potential candidates as well as customers. Encourage employees to gather business cards from, and develop relationships with, high potential possible employees. And, don't stop with employees alone; tap the networks of your social, board, funder and academic connections, too.
3. Take Advantage of Your Industry Contacts, Association Memberships and Trade Groups
Pay for employees to participate in and network in industry groups, conferences and trade shows. Periodically, create master lists of industry leaders and other potential employees from customers, colleagues, coworkers and friends. Develop a plan for contacting these people systematically and regularly. Be prepared to share your job description with them through mail, email, on the Internet and by fax. Follow up on every good lead.
4. Use Your Web Site for Recruiting Candidates
Does your "Join Our Team" section of your company Web site
tell and even, "sell," potential employees about the vision, mission, values
of your company? Do you present a message about how people are valued? Do you express your commitment to quality and to your customers? If not, you are missing out on one of the most important recruiting tools you have to appeal to prospective high-potential employees.
Instead of the typical, dryly-written job listings about available positions, your Web site needs to include this vision, this information that sets your company apart from others in your industry. Your job listings must sparkle with personality so a potential candidate thinks, "this organization is for me." And, now that you have their attention, you also need to provide a way for candidates to easily submit resumes for consideration for future positions.
5. Maintain Frequent Contact With Interested Candidates
Don't let these potential employees submit their resumes and never hear from you again either. You'd lose all the momentum you just spent time developing with the favored few. Just as I recommended earlier with employee networks and professional contacts, continue and nurture the relationship.
6 . Become an Employer of Choice for Recruiting Candidates
Think about what a potential employee considers before agreeing to join your organization or business. Are you stable, making money and growing? Are you employee-friendly? Does your mission catch the mindshare and/or the heartstrings of the people you most want to recruit? Will a new employee feel part of something bigger than themselves if they join you? Will your organization nurture their talent and provide exciting opportunities for challenge and professional growth?
If you can answer these questions affirmatively, analyze every component of your recruiting process to make sure that you are sending these messages. If you want to be an employer of choice, you must act like an employer of choice. Further more, you must communicate this commitment to your prospective employees.
7. Use Recruiters
Sometimes, it is worth your time to use recruiters, and employment placement firms. The best firms have done much of this homework and candidate pool development for you. Expect to pay 20-35 percent of the cost of the new recruit's annual salary. But, for some positions, and in some industries, the cost in your department's time and the time invested in a possible failed search, are worth it.
Additionally, recruiters have an already-developed pool of candidates. They provide a second pair of experienced eyes to help you with your search. Some of them are very good. I met with a recruiter recently and offered him a sales job in a client organization on the spot. Believe me, he was that good - I can definitely see him finding great candidates for employers.
8. Use Temporary Agencies and Firms for Recruitment
Consider using temporary staff as a solution to "try a person out in a position" or to staff a position you are not sure you need for the long haul. Temporary employees can also provide a useful buffer for the ups and downs of the business cycle so that you do not have to affect your core staff during down times.
9. Find Out Where Your Ideal Candidates Live
Identify what your needed candidates read; notice the Web sites they visit; study the listservs on which they participate; determine the industry magazines and newspapers they read. Identify their favorite news sources, forums, discussion groups, and places to practice social networking. In other words, find out everything you can about the types of people who make up the top ten percent of your current employees and the best of your talent pool.