Hiring the “Right Candidate” Takes Careful Planning!

Whether you’ve decided to hire a new employee directly or use the services of a staffing agency to bring on a temporary employee for a time limited work assignment, you’ve got some important things to do before you even start the recruit.

Here’s a PRE-RECRUIT CHECKLIST for Hiring Managers

1. Get a Clear Picture of the Job….

…which includes

If you’re a recruiter, a good first step is to  talk to the person who currently supervises the role, the person doing the job now, and if possible the person who just left the role.

The more you know about the actual work content and what a successful hire needs to accomplish each day, week or month the better.

2. Create a RECRUITING PROFILE…

….which is a description of the employee you want to hire, and the type of candidate you want to recruit.    A Recruiting Profile compliments but is not the same as a job description and includes a description of…

For example, if you are hiring someone for a job managing a team of three customer service reps whose mission is to schedule customers for complex home repairs, you might want to specify previous work experience that includes 2+ years in complex scheduling environments.  You might prefer work experience in some area of construction or residential services.  You might also want to prefer candidates who have had one or more years’ experience in some type of lead or supervisory role.

Experience requirements  play a big role in the success of your recruit.  The more experience you specify, the smaller your candidate pool, the higher your pay rate needs to be, etc.  Experience requirements may vary depending on the candidate marketplace.  In a tight candidate market we encourage clients to get clear on the work experience they absolutely must have; in a more generous candidate marketplace, the expeerience bar can get raised.

 

 

 

 

3. Determine the “Just Right” RATE OF PAY.  

Here’s where a hiring manager needs info about the local marketplace so 1) they don’t waste time looking for a  candidate they can’t afford or 2) pay more than what the market requires them to pay for their “preferred candidate”.  There are websites you can visit for local market salary data.

4. Get Ready to Standardize Your Hiring Process…

…so that all candidates you evaluate are treated the same.

Here’s a few rules of thumb to include in your hiring plan….

Make sure you do what you can to verify the information the candidate provides you – in an interview, on their application.  Check references carefully.

5. Decide Where and How You are Going to Look for Candidates – Your Sourcing Plan! 

Once you’ve prepared your Recruiting Profile, you need to search for qualified candidates in those places where your preferred candidate is likely to hang out.   Every job board is different in terms of the types of candidates they typically attract.  Check out the job postings on the typical job boards to identify those places in the digital world where you want to post your job.

Small employers, in particular are often disadvantaged when recruiting, because they aren’t hiring often enough to create a “brand” in the digital market space.  This means your job posting needs to tell “your story” in a way that will attract the kind of candidate you want to hire. Take the time to tell your story well, describing your preferred candidate in a way that will invite them to “click”.

While there are clear pluses and minuses in going into the “passive marketplace” – if you believe you need  to approach candidates who aren’t actually looking for work, you’ll need to research what companies are most likely to employ the type of candidate you consider “ideal”.  How will you identify the specific candidates you want to approach?  Who will approach them?  With what message, and /or compelling reason to consider your opportunity?

Yes, all these steps in your recruiting strategy need to be thought thru.

6. Get Ready to Put Your Best Foot Forward 

We recommend you get ready to provide your short listed candidates with an informational packet that includes –  the job description, a collateral describing your company and what you do, a document that outlines your hiring process and how candidates are selected, your internal promotion and pay increase policies, and a list of company benefits.   If you want to really stand out, include information about the team they will be joining and/or their potential teammates.

Does all this hiring homework seem a bit overwhelming?

Hiring the right employee is always serious business – in both tight or soft candidate marketplaces.  Keeping hiring mistakes to a minimum requires you to do some serious preparation.

Our recruiting team is here to help.  In addition to our full cycle recruiting packages, our Hiring Help service model includes a menu of specific services custom designed to help our clients get quick easy access to a variety of professional candidate evaluation services and recruiting expertise.

WE’RE HERE TO HELP! 

If you’re  feeling overwhelmed or bogged down with all these hiring details, give us a call.  Chances are we can put together a service model that will offload those components of your hiring process that you’ve decided not to do, or are bogging you down and keeping you from other work.

For a confidential conversation focused on your current hiring process and ways our team could help you team move faster and produce betting hiring results, contact our Partner Services and Solution team at 425-637-3312 or e mail us at partnerservices@pacestaffing.com

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PACE Staffing Network is one of the Puget Sound’s premier staffing /recruiting agencies and has been helping Northwest employers find and hire employees based on the “right fit” for over 40 years.

A  4 time winner of the coveted “Best in Staffing” designation , PACE is ranked in the top 2% of staffing agencies nationwide based on annual surveys of customer satisfaction.

PACE services include temporary and contract staffing, temp to hire auditions, direct hire professional recruiting services, Employer of Record (payroll) services, and a large menu of candidate assessment services our clients can purchase a la carte.

To learn more about how partnering with PACE will make a difference to how you find and hire employees,  contact us at 425-637-3312 or e mail our Partner Services and Solutions  team  at partnerservices@pacestaffing.com.[/vc_column_text][/vc_column][/vc_row]

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