The ABCs of Successful Employee Recruitment

Posted on Fri, Jun 06, 2014 @ 16:06 PM

employee recruitmentEventually, most of us will have to go through the process of hiring a new employee. To help you attract the right kind of talent, we’d like to share what Diane Arthur calls “The ABCs of Successful Employee Recruitment.” This week, we’ll be sharing the first half of her list, but stay tuned, we’ll be sharing the rest next week. 

Attractive: Fine your most appealing attributes about your company and talk about them. Have you surpassed last year’s profits? Has your organization donated to charity? What do your employee retention statistics look like? Do you have a work culture you can be proud of? Boast about these things.

Believable: You want to make your company as attractive as possible, but don’t stretch the truth. Don’t, for example, rave about how open and collaborative the work environment is if openness and collaboration are not actively encouraged or practiced.

Centered: Know exactly what you want in an employee, what the job entails, and base your search on this criterion. Start by reviewing your job descriptions. Keeping these up-to-date not only lays the groundwork for a successful interview, it sets the agenda for future performance reviews, and saves the company time and money.

Detailed: Being detail-oriented is important for a variety of reasons, but it is especially important when it comes to branding and presenting your company. The company website is a good place to start your self-evaluation. While you review your site, ask yourself the following questions:

  • Does our website capture the culture and values of the company?
  • Is it easy to navigate and aesthetically pleasing to the eye?
  • Does it contain outdated material or is it missing information all together?
  • Does it give employees an overview of open positions and how to apply?

Empathetic: Attempt to understand an applicant’s needs and interests in relation to organizational goals in order to strike a balance and find common denominators between the two.

Flexible: Try a variety of recruitment strategies—and whatever you do, don’t simply post your job on Monster or Careerbuilder; these sites are often oversaturated with postings and you may get lost in the shuffle.

Greedy: When it comes to recruitment, it’s OK to be greedy. Your company deserves the best, so hire the best.  

Hip: Recruitment trends are changing. Social media websites like Facebook and LinkedIn are hotbeds for marketing your product and company, and finding prospective employees.

: We mentioned the importance of keeping an updated company website above, but it’s just as important to review your company’s social media page.  Most candidates worth their salt will peruse your website and your Facebook page before they come to the interview.

Judicious: Exercise sound judgment when matching candidates with jobs. Avoid decisions ruled by emotion.

Knowledgeable: Be thoroughly familiar with the parameters of the job, how it interfaces with other positions, the department, and the company. Also, be aware of how other organizations view this job in terms of responsibility, status, and compensation.

Linear: Think in terms of a series of straight lines connecting the applicant, the job, and the company. This will help keep you on track and accomplish your goal of filling an opening as quickly as possible with the most suitable employee.

More: Review your current recruitment efforts and think of whether you could be doing more. In fact, take each of the key words in these guidelines and ask yourself if you can be more attractive, more believable, more centered, more diligent, and so on.

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Topics: Certificate in HR Management, Graduate Programs for Human Resources, HR professional, employee recruitment, interview questions, interview strategies

How and Why You Should Ask Questions on Your Next Interview

Posted on Sat, Mar 29, 2014 @ 06:03 AM

asking interview questionsIn preparation for “the big interview,” many of us invest our time anticipating all of the questions we’ll be asked. Less often do we give adequate time to preparing our own set of questions for the interviewer. 

Indeed, we must know how to respond to interview questions, but we should also know how to ask questions that are equally concise, competent, and enthusiastic!

Why ask questions? According to Ron Fry, author of 101 Smart Questions to Ask on Your Interview, asking well-placed, finely-tuned questions: 

  • Impresses interviewers and shows them that you’ve done your research and thought about the position before the interview.
  • Shows interviewers that you are assertive.

  • Places you in control of the interview, which is what you want—especially if you are being interviewed by an unskilled interviewer or an incessant talker.

  • Can transform an interview from a “Q & A” session (where the interviewer is the “Q” and you are the “A”) into a real conversation. This is precisely what you want. Dialogue is a collaborative activity, something that enables you to explore common interests, trade comments, and chat rather than “talk.”

  • Gives you additional chances to demonstrate the extent of your research.

  • Builds on whatever rapport you’ve already established.

  • Aligns your skillset—that is, what you know and can do—with what the company needs.

  • Indicates that you are truly interested in the position. Likewise, the complete lack of questions will undoubtedly convince most interviewers that you are not interested.

  • This bullet point almost didn’t make the list, but I decided to add it anyway: Asking a good question is a slick way to get out of answering an uncomfortable question from an interviewer—at least for the time being. “What’s the story with the one-year gap in your resume?” Darn, we’re out of time….The topic probably won’t go away, but it’ll give you a temporary reprieve.
If you’re looking for more advice on asking interview questions, I highly recommend reading Suzanne Lucas’s recent article, “Job hunting tip: You don't need to ask for the job.”

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Topics: Certificate in HR Management, Graduate Programs for Human Resources, HR professional, interview questions, interview strategies

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