Workplace Talent Starts With Good Hiring Tactics

My MSN

By Annabelle Reitman

Recruiting and retaining talent that is a good match between the employer’s needs and culture and the talent’s needs and values, starts with the recruiting practices that an organization has in place. What resources do you use to find and recruit qualified candidates? What is your process for selecting and employing the talent you want?

Hiring successfully saves time, energy, and money resulting in an organization being managed effectively and efficiently. The onset of a successful recruitment effort is the creation of a job description for the position that needs to be filled that should:
· Establish specific and realistic qualifications to attract candidates with the appropriate background and experience.
· Include key words to allow a web-based screening software program to select ideal candidates for the initial group.
· Attract a diverse group of candidates that will complement the characteristics of the present staff.
· Take into account not just factual data, but emotional intelligence characteristics that are in alignment with the organization culture and “ways of doing” business.

After creating the ideal job description, think about:
· Why you want or need to fill this opening
· How can a person not do well in this job
· What can a person accomplish if successful in fulfilling the tasks
· What attributes should a person have to be a good fit for the organization
· How the organization’s way of doing business/cultural atmosphere can cause obstacles to a person’s success or survival within the first year.

An essential element of the selection process that is often overlooked is preparation. All staff members participating in the selection process should receive, at least 24 hours in advance: a) A list of interview questions/topics identifying required/preferred qualities and competencies and b) A folder containing all candidates’ resumes. Frequently people do not know how to evaluate candidates during an interview. Everyone involved in the selection process, including senior-level staff, should be trained in how to: a) review resumes, b) interview effectively, and evaluate candidates.

The treatment of candidates during the recruitment and selection process is another important consideration to attracting the ideal candidate and hiring your first choice. Treat them with respect throughout the selection process. Keep your candidates up-dated on the current status; if there is going to be a delay in continuing to the next stage, send out a blast email. If you do not want phone calls or e-mails, tell them. When candidates are contacted to arrange for an interview, be it by phone or in-person, or 1st, 2nd, or 3rd round, let them know the interview length, how long this round may take and any documentation or materials they should have at hand. Candidates should be given the chance to tell their story and provide an image of whom they really are. Most importantly, communicate clearly what you are looking for and what the job involves. Answer their questions thoughtfully and honestly.

And finally, remember the right match between candidate and organization is one that both parties fully and enthusiastically agree that it is the best match that is possible for their goals and plans.

Email comments to: Annabelle Reitman, Ed.D.
Career Management Strategist, Author
anreitman@verizon.net