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The Essential Guide to Recruiting a New Employee
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The Essential Guide to Recruiting a New Employee
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, industrypublications and Craigslist are valuable resources
Agencies and search firms
Source:
http://www.hrworld.com/features/essential-guide-recruiting-new-employee-042208/
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, industrypublications and Craigslist are valuable resources
Agencies and search firms
Source:
http://www.hrworld.com/features/essential-guide-recruiting-new-employee-042208/
