Recruiting and Hiring Top-Quality Employees From AllStaff

According To Entrepreneur, the way to recruit and hire top-quality employees is to develop a well-structured recruiting and selection program. The key to successfully developing such a program is to follow a proven recruiting process for the positions you need to fill. Following AllStaff IT & Engineering’s well-thought-out, structured process will help you best match the right people to the right jobs in your company.

1) Develop accurate job descriptions. Make sure you have an effective job description for each position in your company. Your job descriptions should reflect careful thought as to the roles the individual will fill, the skill sets they’ll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another.

2) Compile a “success profile.” It’s important to develop a “success profile” of the ideal employee for key positions in your company that are critical to the execution of your business plan. These might include such positions as team leaders, district managers and salespeople. To accomplish that goal, you need to identify any skills and attributes that are common to the top group but missing from the other groups. Using this information, you’ll be able to develop a profile to help you select the candidates most likely to succeed in that position.

3) Determine who else should be involved in the process. Who else, if anyone, do you involve in the interviews to help make this selection and judge the candidate? Your goal is to have a plan that will help you determine whether you have a qualified applicant who will fit into your company’s culture.

4) Contact a Recruitment Agency you have worked with before or you have heard about through word of mouth. Recruitment agencies have more time than you do to contact potential candidates and screen their qualifications. They can also conduct pre-screening interviews and narrow down the pool to the best candidates available.

5) Schedule and conduct candidate interviews. Once you’ve received a list of potential candidates, select candidates by matching the best applicant to the profiled job description. The success profile you created for each position will help you determine which behavioral traits are important for that position. Use a consistent set of 10 or 12 questions to maintain a structured interview and offer a sound basis for comparing applicants.

6) Select the candidate. Conduct at least two interviews with your top candidate(s). Sometimes issues don’t surface on the first interview. Plus, you want to make sure you have the right chemistry with the right candidate.

7) Run a background check on the individual to uncover any potential problems not revealed by previous testing and interviews.

8) Make your offer to the candidate. The information you collected during the interview process will provide you with important insights as to starting compensation levels and training needs.