Recruiting, like any other task, has a formula for success. Whether you’re trying to find a receptionist or a CEO, there are steps for identifying, attracting, and hiring the right person for the job. Shortcutting the process often leads to poor hiring, mismatches and early terminations. All of these are costly. While there is a definite process, it doesn’t have to be complicated. In fact, it can be boiled down to seven steps that will make for one successful recruiting experience.
Step #1—Clarify the need and the opportunity by determining the three key aspects of the role. These are the immediate and long-term business objectives of the role and the culture of the organization; the traits, knowledge, and experience necessary to meet these objectives; and the personal and financial rewards that come from achieving the objectives. By clarifying your need, you will be able to create the profile of the successful candidate and define the opportunity available to the new hire.
Step #2—Reach out using a variety of networking techniques to create a list of prospective candidates. It has never been easier to reach out. Internet job posting, social media, print employment ads, employee referrals, professional recruiters, resume banks, university contacts, and government programs are all resources you can use to create a pool of prospects.
Step #3—Once you have prospects, share the opportunity with them, and not just the job requirements. Share the challenges involved, the way that this position contributes to the organization’s goals, and the rewards for being successful in the role.
Step #4—Screen interested prospects in depth to see if you have a cultural fit and a person who has a track record of achievement using the skills you desire in a function that shows they can achieve the objectives of the position.
Step #5—Determine with the candidate whether accepting this opportunity would improve their life and if this is the right time and place for the change. Look for candidates who will improve their lives by accepting the role and who possess a passion to accept the challenges and core functions of the job.
Step #6—Have an informative, efficient, timely, and thorough interview process. Make certain all decision makers are in agreement on the criteria for the candidate. Have them explain the good and bad parts of the position, along with the rewards of experiencing success in the role. Use situation-based questions to determine the person’s skill level and thought process. Make certain you have a fit. Use reference checks to address areas of concern and ways to coach for success.
Step #7—Make an offer they can’t refuse. This doesn’t mean you overspend on the hire. Make a complete offer that addresses relocation, training, benefits, advancement opportunities, job title, work week, flexibility of the role, and of course, compensation. If the role has the flexibility, advancement, challenge, good commute, and culture the candidate desires, the money simply needs to be enough to keep their present employer from matching it with a counter-offer. Remember to have a process in place to get the new hire on-board and productive quickly. Have multiple people involved and one person directly responsible for this. By using this process, you should be able to hire the person who fits the role and will enjoy the challenge and functions of the job for a long time.
Daniel C. Simmons is a Certified Personnel Consultant who has been recruiting since 1991. Dan has won over twenty awards in the last decade with the Top Echelon Network, America’s leading placement network including Placer of the Year in 2009 & 2010.
Frequently Dan also is a recruiter trainer and has been featured at various Top Echelon Conventions and online as a speaker for various webinars. He has also been published in The Fordyce Letter the recruiting industry’s #1 magazine.
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