6 Things To Know Before You Begin Recruiting
We are continuing in our series of the entire hiring process this week by providing thorough details on the things you need to know about recruiting. If you missed last week’s blog, catch up on Hiring The Best, Retaining The Best.
Before you begin to look for candidates to hire, be sure you ask yourself a few questions first. Asking these important questions before you begin the recruiting process can ensure you are looking for the right person, to fit the right position, at the right time. You can even have a little fun with it and use the 5Ws approach to problem-solving to guide you along. Start by asking yourself: Who? Why? What? When? Where and How?
Questions to Ask Before Starting the Recruiting Process
1.) WHO To Include In Interviews
A good first step is to determine who in the company should be included in the interview process. Then, as a team, you can carefully craft the questions to screen and interview the right candidates. These are our suggestions on who to include in your company’s interviews:
- HR Representative. An obvious first choice of someone to include in the recruiting process is the HR representative for your business. This person should review the company policies on recruiting, interviewing, and hiring methods to offer guidance on staying compliant with policies and labor laws. The HR representative will also most likely lead the communication and selection aspects of the recruiting process.
- Hiring Manager. Another person who is vital to finding the right candidate to hire is the hiring manager, the person who will be supervising the new employee. Getting input ahead of time and participation during the interviewing phase of the process will help to zero in on the right person to fill the position – someone with the right skill set and culture fit.
- Successful co-worker. Many employers are now including a successful co-worker in the interviewing process. This helps to get an idea about whether the candidate will add value or cause issues if brought onboard in that particular department or role within your business.
2.) WHY Hire This Position
Determine the need to hire someone for the position. Verify that there is an opening and find out why you need to hire someone. Knowing this before you begin recruiting can greatly increase the likelihood of attracting the right candidates.
So, why do you need to hire someone? Are you:
- Replacing someone who is leaving, transferring, or being promoted?
- Growing and need an additional person to do an existing position/role?
- Growing and need to add a new role and the right person to fill it?
3.) WHAT Qualifications Are Required
Thoroughly assess the details of the position, the qualifications needed, and the budget set for salary and benefits. You must have correct information on these three key items if you want to effectively recruit candidates that can fill the role and will accept the pay being offered.
- Position details. Find out the details of the position, like what duties will be performed and whether it is full-time or part-time, hourly or salary, individual work or a team environment. All these things, and many others, define the scope of the position and the company culture. It’s important to recruit candidate that will be a good fit for both position and the company culture.
- Qualifications. This is where the firing manager is an especially good source for information. Ask that manage what qualifications are needed to successfully perform the job. Consider educational requirements, specialized technical knowledge, or other specific job-related skills that would determine whether a candidate is qualified for the position.
- Salary. What is the salary range or starting hourly wage? This can often be the make-it or break-it determining factor in whether a candidate is a good fit for the position. Get this information from the very beginning – no sense interviewing a candidate that would never accept the pay rate for the position.
- Benefits. Investigate all the benefits available with this position. For example, would this new employee be eligible for group medical insurance, or be offered a flexible work schedule? And don’t forget to consider smaller perks that come with the job such as access to the company-provided snacks in the break room or maybe a membership to a local gym.
4.) WHEN Should Recruiting Begin
Look at the timeframe for the position opening and determine when recruiting should begin and when the position needs to be filled?
- When to recruit. Finding candidate to interview can take a bit of time depending on the availability of qualified applicants and the level of skill and experience needed to fill the position successfully. Once applicants express interest, you will need time to go through a selection process and then an interview process. Find out how long these steps are expected to take and make your plans accordingly.
- When to hire. Since you already know why you need to hire someone, because you have already asked that question and gotten an answer, now is the time to assess when that person should be hired. Do you have plenty of time to hire someone to absorb extra work coming from steadily increasing business? Or is this a replacement hire to fill a void in your workforce that needs to be done as soon as possible?
5. & 6.) WHERE and HOW
Finally, you will reach that point when it is time to decide where and how you will look for candidates. Here are a few questions that might serve you well in making this decision:
- Should you conduct an internal search for an existing employee to transfer or promote?
- Would it be best to perform an external search and bring someone in from outside your organization?
- Could you ask for referrals from successful employees who might know of a great candidate for the position?
- How can you most effectively recruit top candidates for the position – colleges and universities, job websites, social media?
Once you reach this point, you might decide it would be more timely and cost-effective to work with a recruiting firm to find qualified, pre-screened applicants. Or, you might decide to keep recruiting efforts in-house. Pros and cons of using a recruiting service will be discussed next week.
Whatever method you choose, getting the answers to these questions before you begin your recruiting efforts will go a long way towards helping you get the right person on your team.