High unemployment rates might make life difficult for the job seeker, but for companies looking to hire, they can be a human resource department’s best friend. The personnel and talent pools are both larger and many of those with premium skill sets are willing to settle for less than what they feel they’re worth just to get back to work again. On the other hand, those months and sometimes years of joblessness have led desperate candidates to put a number of misrepresentations on resumes. How do you know that you’re hiring top talent? Here are a few suggestions:
- Start with Recruitment Technology that can sort it all out for you. The world moves far too fast to do it by hand anymore. If you try, you’ll get lost in a myriad mess of applications, resumes, reference letters, and phone messages. Do yourself a favor before you begin the recruiting process and spend some money on a good piece of recruitment software. You’ll most likely find the hiring process to be nowhere near as complicated as it used to be when you have the right tools.
- Evaluate the mediums where you are advertising. If you’re looking for upper level management or specialists in your industry, don’t just throw an ad in the local Sunday paper and expect to get qualified candidates. You may receive a lot of inquiries for the job, but they’ll generally be folks who aspire to be qualified, not those who actually are. Advertising needs to be more targeted if you want the best in your field. Try job boards or industry networking groups. The person you’re looking for could already be available and doesn’t know you’re hiring. Pass the word through the right channels and your ideal candidate will appear.
- Don’t be afraid to tap your competitor’s personnel pool. This is done all the time. Someone from your company has a casual drink with someone from theirs and the subject of changing jobs comes up. A good personnel manager or recruiter knows what’s going on in his or her industry at all times. Keep your ears open for news about those looking to leave your competition and use the tools you have to spread the word to them when you have an opening. Social networking with sites like Facebook and Twitter is a great way to do this.
- Take the time and make the phone calls to verify references. This is one of the most important and most frequently overlooked steps in the process. A little creative writing can make a sub-par resume look like it belongs to a superstar. After you’ve narrowed down your potential candidates to a manageable number, take the time to verify job history, personal references, and education. Drug testing and a CORI check can’t hurt either. Make sure you check legal guidelines on both before you institute them as part of the hiring process.
- Promote from within. Who knows what you want better than someone who already works for the company? If you promote from within, you’re guaranteed to get top talent because they were trained in the system you’d have to teach to someone new. They’re also less likely to face resistance from your current employees if you’re hiring for a management position, not to mention it will save you a whole lot of time, effort, and paperwork if you just move someone up the ladder and hire for entry level positions instead.
Source by Darwin Redshield