Recruiting Strategies to Hire the Best Candidate
Recruiting in today’s fast paced, global economy is not the same as it was even five years ago. With constant competition, identifying the right candidate is far more difficult than writing up an ad based on a job description and hiring someone that has most of those skills. And research has shown the high costs of filling a position as well as leaving it open. Developing a clear, deliberate strategy to hire the best candidate instead of “a candidate” has become increasingly important.
In this course, we’ll review best practices in acquiring talent without wasting resources. We’ll focus on what it means to hire for cultural fit and discuss the interview process. Building a strategy to maximize a return on recruiting investments is imperative. Educate and guide your management team by learning how to hire the best and save your organization a great deal of time and money.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Title: Overview: Skills vs. Cultural Fit
Module: Setting The Foundation
Now we will look at the basic differences of hiring for cultural fit, as opposed to just skill sets.
According to a SHRM report, 2016, recruiting techniques have changed more in the last 10 years, than they have in the previous 60 years before that! Wow, at that rate, we had better get up to speed on these new techniques before they change again!
Previously, when we were looking to recruit for a position we would bring out the job description, write an ad based on that, and then hire the person that demonstrated that they had the most skills on that list, that would be hiring for skill, alone. Now, we look at the resume against the job description to see if the skills are there, or if most of the skills are there or if the person shows they are a quick study (which can be easier than filling that whole list of skills), then we interview to see if they are a cultural fit for the organization.
So, what is cultural fit you ask? Well, basically, it is how the person will fit into your organization. How this candidate will get along with the others in their area. Do they have the same values as the company’s “practiced” values? I say “practiced” because quite often the organization has values posted on the wall, but in reality, those are not the values that are actually practiced – so we need to understand the difference and see how this candidate will fit in with the actual practiced values! Then, you try to see if they buy into the organization’s vision. What is their work ethic like? Does their attitude match the organization’s attitude? I am not talking about the different generational and diversity differences and similarities. You need to look to see if they actually fit into the attitude of the organization.
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Lois has held senior HR leadership positions with both domestic and global responsibility, with emphasis in workforce planning (including succession planning); organizational development; employee relations; regulatory compliance (including Affirmative Action); compensation and rewards; benefits (including development of wellness programs); performance management; recruitment; and mergers & acquisitions.
With over 25 years of experience, Lois has served a...