5 Tips For Recruiting Great People

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Misty_Wilson-7.jpgAs the job market roars back into the limelight of post-recession America and our national unemployment rate plummets to a satisfying 5.3%, everyone from basement start-ups to fortune 500’s are hiring again. The question is, who’s doing all of their recruiting?

 

Well, it depends. For anyone having grown up in the millennial generation the answer is simple, social media. As our society becomes increasingly “social”, more people are absorbing most if not all of their news, entertainment and career resources from various sites online. As a result, recruiters today have a vast world of social resources that weren’t imaginable even 10 years ago.

 

But then again, if you ask someone from a more experienced generation, they’ll tell you that while social media does have its advantages, not everyone uses it and there is still something to be said about hiring a professional recruiter to handle everything for you.

 

Obviously, there’s no one-size-fits-all method to recruiting anymore, but when so much is riding on making the right decision, it’s better to get it right the first time than to waste time, money and energy refilling the same positions over and over again.  We've talked to some industries where average employee turnover has more than doubled.

 

Here are five steps to making sure your next hire is your best hire!

 

Advertising is key

When trying to attract the right candidates for the job, the first thing you have to address is where to place the post. Who is your audience and where might they look if they were searching for a job? First, you could consider your standard issue job boards such as Careerbuilder.com, Monster.com, Indeed.com and SimplyHired.com. Next, we would recommend finding sites that directly relate to your industry or a particular career area. Many professions have sites, communities or organizations dedicated specifically to collaborate and host jobs boards for people of a particular skill set. Then, you should consider any credible social media outlets that could help. LinkedIn is a wonderful tool for recruiting. You can also advertise your job on myCAI's job board for free.

 

Thorough screening process

Once you’ve posted your openings on a few job boards, you should start receiving resumes. If you’re not seeing any responses you may want to go back and reevaluate your previous posting decisions. Sifting through an inbox full of resumes may very well seem like a daunting task, but it is by far one of the most important steps to eliminating those who are not right for the position. To make the selection process easier, you can start by automatically deleting the applicants who:

  • Have spelling errors
  • Forgot to attach a resume/document
  • Did not follow your instructions

 

I'm not saying that they’re not qualified, but if they don’t care enough to check their spelling or follow instructions, are they really the candidate you’re looking for?

 

Assessment Tools

Once you’ve whittled your list down, it’s always a good idea to test their knowledge, because anyone can look good on paper! Testing could range from a simple computer test, to a more complex test of their skill set or even a comprehensive personality test so you know exactly who they are regardless of what they seem like over the phone.

 

Interviewing

After you’ve gathered your applicants’ test results, you should have a much smaller list than you started out with. At this point, it’s time for the in-person interview. This should give you a much better understanding of how your applicants carry themselves.

  • Are they professional?
  • Are they knowledgeable?
  • Are the able to hold a conversation and maintain enthusiasm for what they do?
  • Can you see yourself working with this person in the future?

 

If the answer to all of these questions is yes, then you may have yourself a winner!

 

Background checking

Lastly, and quite frankly one of the most important steps in the hiring process is the background check. Your candidates may have an impressive resume, pass your assessments and all of their interviews with flying colors, but do they have a criminal past? If so, that’s something that they should have already mentioned when you ask them for permission to do a background check and if they didn’t why? Are they embarrassed or are they hiding something? Either way, you need someone who will always be forthcoming and honest with you, and a background check will not only eliminate those questions, but also give you the peace of mind that you’re hiring who you think you are.

 

Recruit smarter not harder! For more information on CAI's recruiting services contact Jill Feldman today for the CAI Advantage at jill.feldman@capital.org or (919) 431- 6084.

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