Recruiting Process Management – the Blueprint
This blue print should be your standard tool for recruiting employees whether internal or external recruitment.
When you have a vacancy, you have several decisions to make. At the very least, the first a decision should be whether or not you need to fill it.
The recruiting process is an opportunity for improvement.
Zero base your thinking: Was the vacated position used in full capacity? This may sound like a rhetorical question,
but let’s be honest….there are plenty of positions with plenty of capacity which are not utilized fully. If this is not needed, then you take a different route to deal with the situation.
Let’s suppose you still need a body to fill the position.
Now you have to dissect your decision further. Does it need to be filled now or can it be filled later? What level or replacement
do you need? etc. etc.
The recruiting blue print has four steps that must be adhered to. These will save you time, money, help in your analysis and result in the best choice for the job:
1. Picture- Picture the ideal person in the job. What kind of experience will you
accept? What level of education are you looking for? What professional skills do you want? Any other important
factors?
2. Locate – Locating the individual will depend greatly on the picture. Looking for an accountant with four
years experience in a large corporation? Skip the college recruiting office which have access to mainly newly “minted” accountants. In case of a manager’s poisition, re-read this page on managers’ selection.
3. Compare – Okay, you found your candidate. You need to compare the candidate to
a. The picture. This is where unqualified candidates fall off; and
b. Other candidates.
This step is a lot more involved as it eliminates candidates which passed the first round and assessing the best qualified individual based on job performance, company plans, promotion possibilities, etc.
4. “Sell” the company – Now it is your turn to sell the best candidate on the company, its future, and what it offers to the candidate’s future.
For this recruiting process to be successful story, a lot depends on the picture you develop of the ideal candidate. The candidate’s responsibility is
to present an accurate picture of himself as it relates to the job opening.
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More pages on selection and interviewing:
Go to the Manager Selection Page
Identify Those Who Can and Will Page