Employer Resources



Recruiting Strategy

What is your Recruiting Strategy?| Your company has a recruiting strategy, you just may not be aware of it. In most instances it was not planned out, it just evolved over time. It may be the "Post and Pray" system of hoping the right person applies to your want ad or sees your help wanted sign. The best company's, best leader and best coaches all plan ahead, prepare well and are ready to execute the plan before the need arises. The following are 5 tips to help you develop a winning strategy.

1. Identify the need.
You need to know that this vacancy is affecting your profitability giving you a clear financial motivation to fill that position.
2. Know what you want.
This does not mean getting HR to generate a job description. This entails a thorough understanding of the skills, knowledge and attitude necessary to successfully do the job.
3. Review your hiring plan.
Who will make the hiring decision, how many interviews? Identify specific time lines to use in planning when interviews will be held, selections made and on-boarding of new hires.
4. Make intelligent decisions.
You are not looking for the best resume, the best interviewer or the best looking. You want to identify the best candidate for the job. Getting hung up on anything else is a distraction you cannot afford.
5. Know when to stop looking.
As they say in sales training, know when to stop selling. The same goes here. Once you have found the right candidate - make the deal. To keep looking, wondering if someone else would come along or needing multiple candidates for comparison just indicate that you failed to do what is in No. 2.

Hiring Resources - Interview Tips
The following are questions that may help you in the interview process.
If you want to know:
  1. Can this candidate compete with others on a friendly basis?
  2. Do they seem have a healthy balance of both wok and personal interest?
  3. What is the candidates primary goals and prior it es?
  4. Does this person demonstrate loyalty?
  5. Does he/she take pride in doing a good job?
  6. Do they play well with others - are they a team player?
Ask the Candidate:
  1. Have you ever lost out on a major sale? How did that make you feel?
  2. Does the 40 hour work week allow you enough personal time?
  3. Do you feel you’ve made a success of life to date? How?
  4. Who was your best boss? Describe the person.
  5. What task did you most like and least like in your last job?
  6. What has your experience been in working in business team settings?
.

MOTIVATION
If you want to know:
  1. Are they settled in career path and progressing forward?
  2. Are they actively managing their career path?
  3. What is the main motivator for working?
  4. Is the candidate willing to overcome real challenges for what he/she wants?
  5. Ask the Candidate:
    1. Where do you see your career taking you in the next 5 to 10 years?
    2. What have you done on your own to help be in selected for this job?
    3. How will this job help you to get what you want?
    4. What obstacles are most likely to trip you up and how will you beat them?

INITIATIVE
If you want to know:
  1. Does the candidate have focus and drive?
  2. Can the candidate take full ownership of a task?
  3. Do they have the dedication to go the extra mile when needed?
  4. Does this job job fit his/her long term goals?
  5. Is this person more productive in a team setting or solo?
Ask the Candidate:
  1. What things do you look forward to the most in your job? What things distract you?
  2. How much do you follow-up on task that are not part of your immediate job?
  3. Tell me about a particularly difficult job for you and how you handled it.
  4. What do you like and dislike about you kind of work?
  5. Do you prefer direct management or more autonomy where your work is more self-directed?

PLANNING
If you want to know:
  1. Can they plan and follow through? Or will he/she depend on a supervisor for planning?
  2. Could he/she coordinate the work of others?
  3. Does their work style match up well to the company's preferences?
  4. Can they assess situations well and think outside the box?
  5. Will he/she complete the whole job or get caught up in the details?
Ask the Candidate:
  1. How do you plan a day’s work?
  2. How do you set priorities for others?
  3. Give me an idea of how you spend a typical day.
  4. What work improvements have you instigated in other jobs?
  5. If you were the managers how would you run your present job? What are the differences between planned and unplanned work?

SOCIAL SKILLS
If you want to know:
  1. Is the candidate a leader?
  2. Can they organize then coordinate a group toward a common goal?
  3. How will they mesh with the other members of our organization?
  4. Does this person have rude or abrasive habits that will make long term interaction difficult?
  5. Can he/she make friends easily?
Ask the Candidate:
  1. What do you like to do in your spare time?
  2. Have you ever organized a group? Tell me about it.
  3. What kind of people do you get along with best?
  4. Give me an example of a co-worker or client that rubbed you the wrong way. How did you deal with that person?
  5. Do you prefer making new friends or keeping old ones? Why?


Once you have found the right candidate  
- make the deal. Good talent won't wait around on a slow hiring process.



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3 Comments

July Mao
July Mao

Very smart people working on the project — they provided great insight and brought experience to it. Sales person was very prompt.

JOhn doe

Very smart people working on the project — they provided great insight and brought experience to it. Sales person was very prompt.

July Mao
Mila MOa

Very useful post! Thanks for sharing! Now I’ll be planning my visit to your gym to take part in some fitness classes.

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