Fundamentals of Recruiting
By Sheenagh Beadell
Finding the right staff member to join your team can be a huge challenge – especially in these times of low unemployment. As such, understanding the fundamentals of recruiting is important for all managers.
I believe that there’s a job in this world for everyone; the challenge is finding the right person for your specific job. The media inundates us with information about labour shortages, the importance of the “right hire”, and the consequences that a bad hire can have on your business, culture and budget. Additionally, employers are having to accommodate a recruiting world that is increasingly dependent on digital technology and abounds with ‘buzz’ words. It can all become a bit over-whelming.
However, despite these challenges, the fundamentals of recruiting are fairly basic and any hiring decision essentially comes down to determining the following:
- Does the candidate have the skills and competencies necessary for the job at hand?
- Will they fit in with your culture?
- Will they add value to your team?
- Do they share your company’s values?
- And, importantly, do they have the right attitude?
Sounds straightforward doesn’t it? Although you may feel unsure of where to start, you likely already understand a few fundamentals of recruitment that will allow you to succeed. Here are some common recruitment fundamentals:
- Preparing a job description and posting: Confirm the responsibilities, accountabilities and tasks associated to the position, and determine the associated skills, education and experience that you feel are important. Develop a posting that promotes the opportunity and your organization.
- Posting the opportunity: Circulate the posting online and through social or print media. Tell your friends or business colleagues about your needs and make it easy for people to apply.
- Screening résumés: Whether you’re recruiting for a data entry clerk, a financial analyst or a Chief Executive Officer, talk to candidates as part of the résumé screening process – yes, by phone – and listen to what they have to say as this is how best to get a meaningful first impression of applicants.
- Interviewing: Be well-prepared for interviews so you know what you are going to ask and can make it a positive experience for candidates. (News of a poor candidate experience travels faster and farther these days.) Consider inviting another appropriate representative of your organization to participate in the interview process. Try to conduct interviews in-person, even if the first interview has to be supplemented by technology. Your instincts kick-in when you meet in-person, and by seeing the nuances of body language you can better gauge how a candidate will interact with other members of your team.
- Checking references: References will give you peace of mind and confirm candidate competencies. Don’t miss this important step.
Above all, listen to your instincts which, in my humble opinion, is a fundamental part of recruiting; if it doesn’t feel right, then it probably isn’t. It’s better to listen to that feeling now rather than to have it surface months after you hire at which point it becomes a whole other HR issue.