Recruiting the Best Talent
By Pat Brill
()
About this ebook
Recruiting the right talent isn’t easy.
You could potentially end up with an unmotivated, mixed-skills team and not get the right group of people that support the success of your business. It’s about doing your work upfront before you even start the hiring process:
•How does this position fit within the organization?
•Who owns the recruiting process?
•Do you use internal or external recruiters?
•What about that job description...does it provide clear requirements so that you can match the right person to your needs?
•Create recruiting strategies
•How to do behavior-based interviewing
•Talk less, listen more
•Legal considerations when recruiting
This guide will help step you through the recruiting process, providing you with the tools to find the right talent.
Don’t leave team building, the central key to your businesses success, up to chance. Create a plan to guide you in securing the best talent for your business.
Pat Brill
Pat Brill has over 20 years of experience working with managers which has given her a unique perspective on what works for a manager’s success. Combining her management, leadership and coaching experience, Pat has broken down the key success strategies she’s collected into a new series of up-to-the-minute guides for the professional manager. She believes that a successful business and productive team requires flexible, nimble and practical, not theoretical, interpersonal management strategies. While there has been a lot of information available to team leaders and managers on business systems, what Pat finds is that managers often feel unsupported and unskilled in the “human quotient” elements—communication, connection and other invaluable skills necessary for building a productive and proactive professional relationship. Nowhere are these interpersonal elements more important than between a manager and his or her team! In this new series of “virtual coaching” guides Pat takes the successful methods she’s employed in her one-on-one coaching and consulting work and puts it in the palm of your hand! Here you will find the re-energizing and refocusing strategies you need whether you are leading a startup, an established corporate team, or anything in between.
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Book preview
Recruiting the Best Talent - Pat Brill
RECRUITING THE BEST TALENTS
Pat Brill
Copyright @ Pat Brill 2016 - All rights reserved
Smashwords Edition
Copyright
© Pat Brill 2016 - All rights reserved.
No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the author. Except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, email the author (pat@managingemployees.net).
Table of Contents
Disclaimer
Introduction
Before You Start
Talent Sourcing
Company's Vision
Purpose of the Vision Statement
Values
Culture
Recruitment Vision
Assessing Position within Organization
Office vs. Virtual Hires
Job Description
Cost of New Hire
Recruiting Time Frame
New Employee Training & Development
Break-Even
When Fully Functioning – Learning Curve
Costs Associated with New Hires
Recruiter Fees
Manager & Other Interviewers
Ownership of the Recruiting Process
Manager
Internal and External Recruiters
Candidate Sourcing
Initial Interview Process
Person
Phone
External Recruiters
What Do You Need From a Recruiter
Basic Functions of a Recruiter:
What Else Can You Expect From Your Recruiter?
What Do You Need To Do?
Out of Box Thinking (Creative Solutions)
Company Website
Constant Recruiting
Disabilities
Email Signature
Employee Referrals
Events
Job Boards
Minority Organizations
Past Employees
Schools
Social Media
Tech Meetups
Women's Organizations
Resume Review
Interview Tools
What is Your Recruiting Format?
Job Description
Basic Job Description Format
Summary of Position
Essential Functions
Employment Application
Interviewing Process
First Interview Agenda
Ask the Right Questions
Behavior-Based Interviewing
Situational and Problem-Solving Interview
Nondirective Interviewing
Read Between the Lines
Talk Less, Listen More
Get Past First Impressions
Evaluation of candidates
Legal Considerations When Interviewing
What Can't You Ask
What Can You Ask
Pre-Employment Tests
Background Checking
Compensation
Understand the Market
Philosophy
Bonus/Incentive Plans
Commission Plan
Bonus/Incentive Plan
Management Incentives
Compensation Discussion – Interview
Benefits
Employee Referral Programs
Paybacks of a Referral Program
Create an Employee Referral Process
Rewards
Marketing the Program
Ongoing Support of the Program
Potential Problems with the Program
Overall Benefits of the Program
Turnover
People Leaving?
Why
When
Recruiting for Startups
Alternatives to Recruiting Full-Time Employees
Reference Checking
Preparing for Reference Calls
Reference Review
Applicant Acknowledgement Letters
Making the Job Offer
New Hire Onboarding
New Hire Documents
First Day Procedures
Final Assessment
About the Author
Coming Soon in the Series
Disclaimer
I believe this guide, Managing Employees: Recruiting the Best Talent assists you in increasing the effectiveness of your recruiting efforts. This book is not a comprehensive guide to recruiting the best talent for your company. The book highlights tools to use to find the best people.
It is important to be aware of the federal and specific state employment laws when recruiting. For advice geared to your specific situation, consult an expert. No book or other published material is a substitute for personalized advice from a knowledgeable expert.
As recruiting is completed by different members of a hiring team, each interviewer will interact with candidates differently, which means the tools offered in this book will be a guide in the process. The author does not make any guarantees that you will find and hire the best talent for your company.
Introduction
Recruiting the right talent is critical to the success of the company, and the goal is to attract not only enough candidates to apply to the open position, but ones who bring the right skills. If you select the wrong person and they don't have the necessary skills or attributes, the business could potentially suffer.
Every person you bring into your company has to fit well within the culture of the company and have value for the company's success. Given the critical nature of hiring, having the right tools will help you succeed in this function.
If you hire in haste, the odds are against you finding the right talent, so take your time to plan your recruiting efforts.
This book will help you avoid the problems that occur in recruiting and provide guidance in selecting the right talent for your open position. Identifying, recruiting, and hiring the right talent is important to ensure a high level of performance from your team. This helps build your career as well as the success of the company.
There are costs to hiring an employee, and a bad hire only doubles those costs.
Before You Start
To effectively recruit, it's helpful to step back and analyze who you are as a recruiter or hiring manager. Taking the time to understand what you bring to the recruiting process can be productive or counterproductive in finding the best talent. Think about your past recruiting style.
What did you do to get ready for the recruiting process?
How did you source for candidates?
How did you select the candidates to interview?
Review how much time you spoke vs. the time the candidate spoke in the interview.
What questions did you have ready for the candidates?
Did you initially help the candidate feel comfortable, or are you the challenging type of interviewer? The challenging style of interviewing is effective when you want to find out how a candidate handles stress, especially when working with customers.
Did your take notes during the interview or did you hope you would remember what they said?
Were you immediately impressed and stopped asking for more details around their performance? Even if the candidate seems to have all of the right qualifications, complete your list of questions and continue to