The recruiting process is one of the essential functions a manager can undertake. The right hiring decisions can lead to incredible results for the organization. The wrong decision can be costly and even devastating. Poor choices are much more likely to occur if the options are weak. This can be caused by inadequate recruiting. In this program, I will share some of the things Results-Driven Managers do that help them attract the best candidates for the job.
They begin by listing the sources they should be looking for new employees. In other words, they prepare!
Here are the six steps that Results-Driven Managers take
to recruit top talent.
STEP 1: ANSWER THE KEY RECRUITING QUESTIONS
The first step in preparing to recruit is to answer specific important questions. Those answers will significantly affect how you recruit or if you will even recruit at all.
STEP 2: Create or Update Written Job Descriptions
Do not start recruiting unless you have the new hire's job description ready.
Develop job descriptions with defined duties, responsibilities, authorities, and skills. This is essential for determining expectations, both on the part of the employee candidate and you, as the manager. The job description should show what you want the new employee to do. It should answer the question: What competencies and knowledge are required?
STEP 3: Identify the Desired Behaviors and Personality Styles
Also, list the non-trainable competencies they must have. Not taking this into consideration is a big miss. You can train skills, but you cannot train natural-born competencies.
You can train someone to use excel, but you cannot train someone on how to have a strong work ethic.
They must bring that with them as an absolute must-have.
Here are some more examples of untrainable competencies to consider
Courageous Leadership
Teamwork
Analysis and Decision Making
Communication
Empathy (Soft Skills)
Results Focus
Honesty
Respect
Accountability
When hiring a direct report, think about what kind of person you will enjoy working with. Different types of people may be capable of doing the job well. However, they may also annoy you with some of their behaviors. So, do not underestimate the importance of your direct report being someone you enjoy working with.
STEP 4. Create a Competitive Compensation and Benefits Program
STEP 5. Develop an Integrated Recruiting Marketing Plan
STEP 6. Create a Protocol for Handling Resume Responses
Stay Connected with Newsletters and Updates
Join our mailing list to receive our team's latest news and updates. Don’t worry; your information will not be shared.
We hate SPAM. We will never sell your information for any reason.
Learn More About Our Online Training Courses
Contact Vaughn@rdltraining.com for a Free Consultation
