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How to Look for Mr (or Ms) Right
The document outlines the importance of hiring the right person for the job to avoid costly consequences such as productivity loss and decreased revenue, citing that a poor hiring decision can cost a business one-third of a bad hire's annual salary. It details the hiring process, including job requirement analysis, applicant sourcing, screening, and final hiring decisions. Additionally, it emphasizes the need to promote company culture, leverage social media, and consider hiring freelancers to attract qualified candidates.
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How to Look for Mr (or Ms) Right
- 2. RECRUITERS’ MANTRA: Hire theright person for the right job! RESUME Qualifications Skills Experience
- 3. If you makea poor hiring decision, your company will experience: Unnecessary increase of investment on recruitment and training Productivity loss Negative impact on employee morale Decreased revenue
- 4. Ouch! According to USDepartment of Labor, hiring the wrong employee costs the business 1/3 of the bad hire’s annual salary. If the employee is earning $2,500 per month, you lose 10,000 for making a poor hiring decision. Source: Dice
- 5. But how doyou look for the right person for the vacant job? Here’s the process. 1. Analyze Job requirements 2. Source applicants 3. Screen applicants 4. Decide who to hire
- 6. Analyze Read the jobdescription Consult new hire’s future colleagues Identify the required skill set Create a recruitment timeline Understand the job and who you need.
- 7. Source Get referrals fromcontacts Post on various job boards Attend career fairs Share jobs openings on social media Attract as many good applicants as you can.
- 8. Screen Evaluate cover letters,resumes, portfolio Facilitate psychological tests Conduct interviews Assess online reputation Review applications and generate a short list.
- 9. Decide Facilitate contract signing Conductcompany orientation Endorse to supervisor Identify the candidates who fits the job.
- 10. What else should youseriously consider? What else should you seriously consider?
- 11. Create a career sectionon your company’s website Promote your company’s culture and management style. Let potential employees self-assess how fit they are to work for the company. Post job vacancies that may be aggregated by job search engines.
- 12. Keep existing employees happyand motivated. Positive stories from employees Excellent company reputation More job applications Better talent pool Effective hiring decisions
- 13. Strengthen social media presence Attract toptalents through social media. Loyal followers can share job opportunities and bring in qualified candidates.
- 14. Connect with passive employees Attenduniversity activities, join social media circles, or show up at informal events where you can network with passive employees.
- 15. Consider hiring freelancers The rightperson might not want to work in a brick-and-mortar office. In the USA, 53 million Americans, or 1 in 3 workers, are now freelancing.
- 16. "Get the right peopleon the bus and the wrong people off the bus.“ Jim Collins
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