Use Smart Hiring Strategies |
Recruitments provide opportunities for your business to align employee skill sets to your mission and goals and planning for departmental and individual growth. Proper planning of the hiring process and careful evaluation of the needs of your business are key to hiring the right person for the job. Newly Created Position When a new position is to be opened, it is important to:
When attrition occurs, finding a replacement is typically the logical step to take, however, before obtaining approval to advertise the position, consider the following:
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Define your vacancies meaningfully |
Offer purpose and career context, and talent will come by themselves.
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Write an Attractive Job Description |
Job Title If possible, use a standard and easy-to-understand job title. On many job boards your job title is displayed as a search result (the headline), so spruce it up a bit if you want more people to click on it. Come up with a standard/simple title first, and when the rest of the job description is finalized, go back and try to create a compelling headline. For instance, “Software Engineer, C# expert for a hot start up” or “Entry level Sales Associate, to be mentored by the best.” If you aren’t inspired to write a snazzy headline, no problem: a simple, descriptive job title will work just fine. About Us You never get a second chance to make a first impression. Unless your company is a large, successful, and/or well-known business entity, most people reading your job description will have little to no knowledge on who you are and what your company does. Ideally, in as the first two sentences at the start of a job description, highlight the reasons why someone might want to work for your company. Here are a few ideas on some things to include:
About the Job A job description should be practical, clear and accurate to effectively define your needs. Good job descriptions typically begin with a careful analysis of the important facts about a job such as:
Requirements This is not a laundry list of things you’d like someone to know, it’s the absolute bare minimum requirements for the position. Try to keep this list to 4 one sentence bullet points or less. Here’s a good way to think about requirements: for every requirement you add, you’re tacking on two weeks to the length of time it will take to fill this job. Requirements are your “knock-out” criteria. Keywords Don’t forget your keywords. Most job seekers search for jobs on job boards with keyword searches. If the person you’d like to hire could be searching for jobs with different titles, it’s usually a good idea to include them in the job description to make it easier to find. It’s usually best to work your keywords into the “nice to have” section. Ask for referrals and you’ll get advice. Ask for advice and you’ll get referrals. Try not to work on job descriptions by yourself. Hiring is not done in a vacuum. Ask everyone who is going to work with the person you are trying to hire to contribute to the job description. It helps them to develop a sense of participation, which makes them more likely to tell the people they know about the job and encourage them to apply. Their feedback is often based on experiences with specific individuals that they are acquainted with, and hopefully, their participation will prompt them to help recruit those individuals they have come to know, like, and respect. If no one on your team has ever worked with a person who is an embodiment of the ideal candidate you have in mind, your expectations may be unrealistic and/or you may be looking for a person that simply doesn’t exist. |
Screening and Assessments |
At the core of the recruitment process is the screening and assessment of candidates for your job vacancy. The following is a list of some conventional and creative ways to effectively screen and assess candidate’s available to you. Screening of CVs
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