In the first part of this three part entry, we showed you three
questions to ask to hire the right people. You may have to ask yourself these
questions, or your candidates. What this all goes back to is understanding
exactly what the client wants in an employee and finding the All Star
candidate. Here are three more questions to ask that will help you be a successful
recruiter.
4. What roles will each individual
involved in the hiring process play?
In the hiring
process, there are many different individuals involved no matter how much you
as the recruiter try to simplify it. There will be the hiring manager, the
manager who will be receiving the candidate upon hiring, the candidate
him/herself and of course, you, the recruiter. As the recruiter, you need to be
a master of communication. You may end up telling the candidate, your senior
partner and the hiring manager at the company the same story three times. You
have to make sure that you tell it clearly all three times and do not cut any
corners. You also have to make sure you are always communicating FOR THE
MANAGER AND CANDIDATE, trying to understand any changes in their process that
they may not be telling you. Recruiting requires a large amount of instincts,
and if you feel like a candidate is backing out or the hiring manger's needs
are changing and they may have forgot to tell you, you are probably right. Here
is a great list of recruiter's responsibilities in the hiring process:
-Provide tools to define job competencies,
skills, and qualifications
-Provide tools and guidance to hiring
managers and employees on using social relationships to find candidates
-Maintain talent pools with potential
candidates
-Use job postings, search tools and other
methods to find candidates
-Screen out clearly unqualified candidates
-Recommend qualified candidates to hiring
manager for review
-Provide interview guides to hiring
managers and employees
-Communicate to candidates why and how
selection tools are used; answer candidate questions
-Engage qualified candidates to keep them
interested in the job
-Sell candidates on the benefits of the
company as an employer
-Provide advice on strengths and
weaknesses of candidates
-Provide guidance to candidates and hiring
managers on steps required to bring a new employee onboard.
-Collect data on performance and retention
of candidates after they have been hired
5. How will we find candidates?
The next fee a candidate pays
the recruiting company will be the first. That being said, if you have tons of
jobs open and no candidates, you will definitely be out of luck. There are many
ways to find quality candidates and having too many candidates and picking out
the All Stars is never a bad thing. Here are a couple of the many ways you can
source candidates:
-Job Postings: Although it can be costly
to post jobs, many active candidates will look on websites for open jobs and
actually contact you. It is not a bad idea to take a portion of your budget and
use it to post jobs online.
-Social Networking: LinkedIn and Facebook
are getting larger and larger each day. Using these tools as a recruiter is
never a bad idea, as our company has found quite a few candidates through
LinkedIn. Have an active Facebook page, and post on LinkedIn to stay active in
the social media world. Paying for a premium LinkedIn account is also something
to look into based on the budget of your company.
6. Once we have these candidates, which
ones should we actually hire?
There are many requirements
one must fulfill to actually have their candidate hired at the client company.
From resume screens to drug screens, a candidate must really meet every check
point. To get your candidate hired, it is pretty simple. You need to keep a
close relationship with the client company, and have the BEST candidate. Use
the above methods to find the most quality candidates possible, and you will
probably have a pretty good success rate. At Worlco, we definitely pride
ourselves on picking out the stars in the technology business!
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