Where to even start with company recruitment
Recruiting qualified candidates can be difficult, especially if you’re looking to fill a highly technical position. Hiring the right people for the roles within your business requires proper preparation, execution and understanding of your goals. Here are some ideas you should consider when you begin recruiting:
Consider your needs
When you have open positions, think on a larger scale of what the business needs. Consider which positions should be full time, part time and temporary. Determine what it takes for your business to run smoothly on an average day, and design your new openings appropriately.
Offer a competitive salary
Research your industry and the market for the area in which you are posting and determine what the average pay rate of your open position and ones with similar titles should be. When you have a general range in mind, you can either match it or think about how to be more competitive by offering more if it is in your budget.
Discuss lifestyle and work-life balance
If your business is located in a desirable area, discuss it in your job posting. Let candidates know the perks of working with you and how it can have a positive impact on their lifestyle. If you’re in a big city or tourist area, introduce some of the many attractions in the area.
Similarly, if you value work-life balance, mention it while you’re recruiting. Many candidates seek a good work-life balance, so describing how you promote this idea can make you a more competitive employer. Explain perks like work-from-home options, a generous vacation policy or gym membership reimbursement.
Best practices for managers
The following list outlines some of the best practices for hiring managers:
- Conduct a job analysis
- Plan a recruiting strategy
- Prescreen candidates
- Ask the right questions
Conduct a job analysis
Attracting the right candidates starts with a detailed job analysis. Research your current position and others, and gather information about duties, responsibilities and overall work environments. Store this information in a secure document for reference when you either build a new position or create a new job posting. Job analyses are critical for creating effective job descriptions.
Plan a recruiting strategy
Conducting professional-level recruitment for attracting top talent requires a strategy. This often starts with a meeting between you and all others involved in the hiring process. Allow each individual to discuss their needs and what they’re looking for in a new hire. Discuss time tables and other required information from all parties. Once gathered, this information becomes crucial in developing a full plan that accommodates everyone’s needs.
Prescreening candidates is one of the most time-saving initiatives you can take in the hiring process. While many candidates look like the perfect option from their resume, speaking to them over the phone during a prescreening process can help you learn more about their personality and qualifications. This saves time by only conducting in-person interviews with a select number of candidates. Prescreens also serve as a great method of assessing candidates’ salary requirements and determining if they’re a good fit for the company culture.
Ask the right questions
The questions you ask during the interview are crucial to determining the best fit for the position. Choose or design questions that effectively separate great candidates from average candidates. Use a balance of open-ended questions and definitive questions. If you’re recruiting for a role that requires specific knowledge, make sure to test them on it.
Recruitment Tips FAQs
The following list outlines some of the most frequently asked questions about recruiting:
- What are the most common steps in the recruiting process?
- Do specific roles require customized hiring processes?
- What is the average amount of time to fill a position?
- Who should be involved in the hiring process?
What are the most common steps in the recruiting process?
You first need to determine your needs when looking for a new employee. If this is a new job, create a list of responsibilities you expect them to perform. If you’re filling an existing position, determine what you want a new candidate to do. From this information, you can create a job description. Your job description should have the following items:
- Job title
- Job location
- Company overview
- Skills required
- Work schedule
- Salary (optional)
Post your open job on recruiting websites to gather qualified applicants. Once you feel you have received enough resumes, begin reviewing them and separate them into those you want to interview and unqualified candidates.
The next step is the interviewing process, which can have many stages. You could have a phone screen to gather basic information, hold an in-person interview with the department manager and a second interview with the employer. If you’re hiring for a technical role, you could have a technical interview, which could be after the phone screen or even during the first in-person interview.
Once you have chosen a candidate for the job, you make an offer. It’s common to call the candidate to inform them of your decision, then send an offer letter. The candidate reviews the offer letter, then negotiates if they want a higher salary or more comprehensive benefits. During the negotiation phase, you need to decide what fits into your budget and if there are other perks you can offer instead. If the candidate accepts, you can set a start date and begin processing paperwork.
Do specific roles require customized hiring processes?
For your hiring process to perform effectively, each role requires a unique approach. This is where your recruiting strategy plays an important role. Outline the specifics of the position along with their own needs and plan accordingly.
What is the average amount of time to fill a position?
The amount of time it takes to fill a position usually depends on the role and location. In general, filling a role often takes a little less than two months.
Who should be involved in the hiring process?
The answer to this question ultimately depends on the industry and size of the business. However, in most circumstances, specific team members, talent acquisition, external recruiters and senior management all have a role. It can be helpful to get direct managers involved in the process since they’ll work most with the new employee.
Brendan Sullivan is an Indeed recruiter based in Austin, TX with 4+ years of experience. You can usually find him enjoying one of the several amazing coffee shops in Austin or organizing his record collection.