Small Business Blog

Recruitment System - How To Find The Right People Fast

Introducing The "Express Format" Recruitment System

This may be a new way of hiring for your company. Remember this: if you don't change the system or process of hiring that you've been using thus far, then you'll simply get more of what you've already got. Here's a proven recruiting and induction system based on the following principles:

1. Attract a large pool of applicants and you're more likely to get the right person.
2. Implement multiple levels of screening and you'll waste less time in lengthy interviews with under-qualified candidates.
3. Observe a short list of applicants perform the essentials of the position in real time and you're less likely to be surprised on their first day.
4. Assess your short list of applicants to make sure that you're making an appropriate match. 

 Here's the Express Format in detail:

Phase #1: Generate leads for position

1. Develop job description and/or ad to include:
   1. Roles, responsibilities, tasks, duties 
   2. Skills required 
   3. Hours expected 
   4. Pay range
2. Identify lead sources
   1. Look within organization first
   2. Post sign in your door/window
   3. Post ad in local and daily papers
   4. Post ad in trade/industry publications
   5. Post ad in high schools, colleges, and vo-tech schools
   6. Post ad in local houses of worship
   7. Email/mail/fax ad to customer database, vendors, personal/business colleague database
   8. Include recruiting incentive plan in team member paychecks (check with team members re. the "power of the offer" you're using)
   9. Utilize a recruiter/headhunter
   10. Fax job description to employment/temp agencies
       • Identify (10 to 20) agencies
       • Complete their contract if required
       • Call back the day after JD is faxed to ask for resumes
   11. Networking - "every conversation is an interview"
   12. Publish ad in your company newsletter
   13. Retrieve web resumes from web sites
       • Australia
         • http://www.seek.com.au/
         • http://jobs.com.au/
         • http://mycareer.com.au/
         • http://jobsearch.gov.au/default.aspx
         • http://www.careerone.com.au/
         • http://www.jobsearch.com.au/
         • http://www.linkedin.com/jobs
       • Canada
       • http://www.jobbank.gc.ca/
       • http://www.monster.ca/
       • http://www.jobs.ca/
       • http://www.wowjobs.ca/
       • http://www.workopolis.com
       • http://www.linkedin.com/jobs
       • New Zealand
         • http://www.trademe.co.nz/
         • http://www.seek.co.nz/
         • http://www.jobs.co.nz/
         • http://jobs.nzherald.co.nz/
         • http://myjobspace.co.nz/
         • http://www.linkedin.com/jobs
       • UK
         • http://www.totaljobs.com/
         • http://www.reed.co.uk/
         • http://www.fish4.co.uk/
         • http://jobs.guardian.co.uk/
         • http://www.jobs.co.uk/
         • http://www.ukjobsnet.co.uk/
         • http://www.topjobs.co.uk/
         • http://www.jobsite.co.uk/
         • http://www.uk.plusjobs.com/
         • http://www.monster.co.uk/
         • http://www.linkedin.com/jobs
       • US
         • http://www.monster.com/
         • http://www.indeed.com
         • http://www.snagajob.com/
         • http://www.careerbuilder.com/
         • http://www.experienceworks.org/
         • http://www.linkedin.com/jobs
   14. Search web for local resume postings: city+resumes
   15. Directly Searching Social Networking Platforms
       • LinkedIn

•  
  1. Set up a dedicated voice mail box for phone screening. Options:
     • http://www.skype.com/
     • http://www.ureach.com/
     • http://www.onebox.com/
     • http://www.tnz.co.nz/
     • Complete voice mail script for voice mail box and record
     • Complete Job description and ad to send leads to dedicated voice mail box message
     • Listen to responses and call request resumes from good candidates
     • Qualify candidates by comparing resumes to job description
       • A - has necessities plus some
       • B - has the necessities
       • C - missing some necessities
       • D - not even close
     • Develop a short list of candidates
     • Have the short list of candidates fill out application forms (optional)
  1. Arrange group or individual on-site screening
  2. Design on-site screening (test drive)
  3. Identify 3 most important responsibilities/task of position
  4. "What 3 things are absolutely essential for this person to do well?"
  5. Have test drive candidates complete 2 to 4 hour trial of top 3 responsibilities/tasks of positions
  6. De-brief on-site screening (test drive) with candidates
  7. Develop short list of candidates (2 to 4)
  1. Interview short list
  2. Open-ended vs. close ended: "what have you... how have you..."
  3. Develop questions to uncover actual past experience pertaining to skill set and tasks required for position
  4. Use same set of questions for all interviewees
  5. Rate the response of interviewee on each question as 1 through 5, record comments
  6. Rank short list according to preference
  7. Check references on top choice
  8. Complete an HR assessment on top choice.
  9. Negotiate salary and make offer
  10. Complete hiring agreement/contract
  1. Orient to company
     1. Company vision, values
     2. Rules of the game
     3. Organizational chart
     4. Disciplinary process
  2. Present and get sign off on position description
  3. Review operations manual relevant to position
  4. Identify team member development process
  5. Coach team member through process
  • HIGH ENERGY
  • RESULTS ORIENTED
  • SELF STARTER
  • TRUSTWORTHY
  • PEOPLE ORIENTED

Phase #3: On-site screening of leads (test drive)

Phase  #4: Final interview and hire

Induction:

Example Advert Template:

 

[Name of position] WANTED
[Name of your company] in [your town], 
is looking for you if you are:

If you possess these qualifications, call us
today on [phone]

 

This Weeks Action Points...

If you are hiring people currently, review your process and focus. If you're not currently hiring, file this info for when you do!