Drawing Up A Game Plan
Most of us would agree that having a “Game Plan” around the hiring process is important. Knowing what steps to take to effectively recruit, interview and select new employees is vital for our organizations growth. When drawing up this plan there are some essential components that need to be included. Starting with ….
What’s your timetable on filling your open position?
Fast, slow, when we find the right person? Knowing how immediate the need is to fill open positions is important so that your HR managers can communicate the length of time the process may take to your candidates. So often this is not done and this can discourage good prospects if they feel there are long delays. This will lead to losing out on good candidates who take other job offers.
Have you defined the essential skill sets needed for the position?
Sounds like this should be the first thing on the list, but surprisingly, many hiring managers want to talk to candidates and trust their gut feelings as to whether a candidate fits their needs. Hiring based on cultural fit while down playing a candidate’s skills will often lead to a bad job match. Defining the skills that are absolutely required needs to be done. With the many assessment tools available your core skill sets can be readily evaluated as part of your decision process.
Who is involved in the hiring decision?
Is it just the human relations department, a single hiring manager, a hiring evaluation team? Although recruiting is often left to the HR department, any successful hiring plan must include the hiring manager. A hiring manager engaged from start to finish will ensure that each candidate will match the requirements needed to be successful in the job.
Are you taking advantage of today’s technology and evaluation tools as you assess candidates?
There are online tools that will help you qualify basic skills, look at behavior tendencies and speed up the interviewing process. Using these assessments along with remote video interviewing can shorten the hiring process and provide useful insights to the hiring manager.
Does your plan insure compliance?
For those who hire frequently you are familiar with the government regulations that are meant to prevent discrimination against protected classes such as race, gender, and age. Firms that hire less frequently need to make sure their hiring plan takes into account these requirements so you avoid issues of non-compliance with the Equal Employment Opportunity Commission.
Let Us Hear From You
Leave a comment on our post or contact us via email at EA Staffing Services with any questions you may have. We look forward to hearing from you.