When employees leave, use these tips for recruiting and selecting employees to replace the person. Managers should closely examine the job listing to evaluate the process they should follow to locate the best person to fill the role.
Identify the type of position you seek to fill. For example, some organizations hire only college graduates, certified personnel, those with government security clearance, or people with advanced degrees. Determining what type of job listing you have helps you evaluate the steps you need to follow in the recruitment and selection process. HR departments typically provide sample forms to fill out. The Society for Human Resource Management website also provides checklists and samples to guide you.
Validate the Job Description
Validate the technical skills required by the job listing so you can figure out how to evaluate job applicants during the recruitment and selection process. Job references provide information about expertise, work ethic, and other professional attributes. Ask for additional information to ascertain a job applicant’s specific job level. For example, you can require job applicants to submit samples. Have people complete an assessment as part of the job interview, such as a typing test. Depending on the job listing, evaluation may take the form of setting up a spreadsheet, writing an email, or identifying the steps to repair equipment.
Form an Interview Panel
When recruiting and selecting employees, it's always helpful to establish an interview panel based on the job listing. For example, select individuals with expertise in the job tasks to interview the candidates. They can also help you filter resumes and observe testing exercises. Staff members, managers, and executives typically comprise the interview panel. Include both men and women, from different racial and age groups, if possible.
Conduct a Series of Interviews
Interview applicants to determine if they can meet the requirements of the job listing. Depending on the job, you may conduct a series of interviews. Ask open-ended questions to keep the applicant talking about her expertise. Begin your questions with words like “describe" or “explain" to help you evaluate if this recruit should be selected for another interview or a job offer. If the job listing requires the use of specific tools, ask about her experience, for example, using Microsoft Excel.
Pose Sample Situations
Ask job applicants how they would react to situations you have faced at your company. Using this technique for recruiting and selecting employees allows you to learn how a potential employee acts on the job. Provide opportunities for job applicants to provide additional details that can help you evaluate him.
By first validating the skills and knowledge required for the job listing a manager needs to fill, he can best evaluate the steps he needs to follow in the recruitment and selection process. Managers should not assume that existing job descriptions meet company needs for future success. By taking advantage of current options, such as referrals, social networking sites, and other social media technology tools, companies can recruit and hire new employees to fill job roles in the most efficient manner.
Please be sure to check out the other tips and strategies found in Bright Hub's HR Guide for Recruiting and Retaining Employees.
References and Image Credit
Image Credit: Wikimedia Commons, Everaldo Coelho
- University of Oregon Human Resources. "Guidelines for Recruitment and Selection." http://hr.uoregon.edu/recruit/guidelines.html (accessed December 21, 2010).
- "SHRM Online - Society for Human Resource Management." SHRM Online - Society for Human Resource Management. http://www.shrm.org (accessed December 21, 2010).