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The Essential Guide to Recruiting a New Employee

Views 5 Views    Comments 0 Comments    Share Share    Posted 09-03-2009  
There`s no need to panic if your company has a new job opening. Follow the procedures outlined below to ensure a successful new hire and a fresh batch of qualified candidates for other positions.
Preparation for Recruiting

The recruiting process starts when supervisors identify an opening. Usually, the line manager will be the first to know. The opening may come about through attrition, termination or the realization that the company needs additional employees. The line manager will then alert the staffing team of the need to recruit employees.

Every company has a procedure for approving such requests. It may involve getting approvals from upper management and the finance department. Once the request has been approved, line managers must consult with hiring managers to ensure a successful recruitment.

In many cases, the company will have a previously used staffing template. This guide will list the qualifications and experience that yielded the last hire for the same position. This is a good starting point for developing a new template for the current opening.

The recruiting manager should consult the hiring manager to refine the staffing template, adding qualifications and deleting those that were found to be irrelevant. Once the new template is approved, a recruiter should take charge of the job opening.
Sourcing Plan

A sourcing plan answers the question, “How are we going to find suitable candidates?” There are many ways to find potential candidates which should be used in the order of cost effectiveness. Some of these resources include:

* Internal candidate database: Who within the organization might fit the job
* Employees referrals: Ask employees who they know that might want to apply
* Networking: Contact suppliers and customers who may know a potential recruit
* Conferences and seminars: Look for candidates at industry events
* Former employees: Some ex-employees may be interested in returning, or know other candidates
* Special recruiting events: Check out open houses or job fairs
* Internet sources: LinkedIn, Facebook, MySpace and online job boards list numerous candidates
* Advertising: Newspapers, industry publications and Craigslist are valuable resources
* Agencies and search firms

Dealing with Applicants

As résumés and applications arrive, it is important to acknowledge each one. Many companies neglect this step, which can harm their reputation in the job market.

Hiring managers must carefully preserve and track résumés and applications to comply with EEOC (Equal Employment Opportunity Commission) regulations and reporting requirements.

Selecting candidates for initial screening is the next step. Often, screening is conducted by phone. Its purpose is to get a feel for the candidate’s personality and level of interest, and to verify or amplify qualifications described in the résumé or job application.

After evaluating the screening results, schedule face-to-face interviews. This step should be taken as soon as possible after the initial screening. Don’t leave the candidates waiting for weeks.

Interview packages should be distributed to all managers who will interview a candidate. A package should include the candidate’s résumé or application, the screener’s notes and suggested questions to ask during the interview. It is important that managers come to interviews well prepared.

Managers should complete evaluations immediately after interviews and forward them to the recruiting team. These evaluations are the basis for selecting final candidates.

Reference checks should be conducted for the top candidates. The results should be discussed with the hiring manager before final candidates are chosen.

Keep candidates informed of what is happening at each step in the process. A phone call to a “warm” candidate is a good time to gage ongoing interest in the position. Ask if they would accept an offer based on what they know about the job and company.

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