Recruiting Strategies to Hire the Best Candidate
- Format: Self-paced
- Course Duration: 1 hr 6 mins
- SHRM Professional Development Credits: 1.0
- HRCI General Recertification Credits: 1.0
- Certificate of Completion (after passing quiz)
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.
SHRM:
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.
HRCI:
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.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Basic Tips & Trends in Recruiting
Module: Summary
Duration: 3:18
First I will remind you of the tips for hiring for cultural fit:
First, always use behavioral interview questions – open ended questions that have the candidates demonstrate that they have been successful in the past with this type of situation, or if they weren’t successful, they learned from their failure and moved on to success. Remember the spaghetti!
Next, ask questions to reveal the candidates’ values and ethics. Ask scenario questions to draw those out.
In addition, interview using the same questions in the same order for all candidate interviews to prevent discrimination.
Also, look for contrary evidence in case someone comes across as too perfect, or too imperfect!
And, never discount your “Gut”. Ensure you only listened to your gut after you have ferreted out all of that contrary evidence, but do not let that gut feeling go without analyzing it first.
Finally, always set up your recruiting process as part of the overall strategic plan – that is the only way to ensure you plan for it all.
Let’s review some of the general recruiting tips and trends just to keep them fresh in our mind.
Ask your current employees for referrals – a leading source of great hires.
Make sure your platform for your sourcing is mobile accessible.
Use more traditional website, job boards sparingly (if at all).
Your website should be your first and foremost place to post your openings.
Ensure that your website is connected to all social media, especially LinkedIn (or Facebook if you have a business Facebook page). These capture the passive candidates.
Use discipline or industry specific ads in their newsletters, magazines, or online digital periodicals.
Network! Face to face is another way to find candidates.
Remember the Human Factor! It is great to use technology to make a first connection and get the message out there, but it pales in comparison to the human touch points it will take to find the right person to come to the organization.
Keep current with colleges, community colleges, or even high schools that may have specific talent that you are interested in. Develop and cultivate these relationships.
Ensure that your pay and benefits for your positions are at least comparable to market.
Do your homework and find out what your competitors are paying to ensure you are in the right market!
Look at all sorts of benefits that could differentiate your organization from the rest.
Find what benefits work for your organization and “advertise” those differentiators!
Make it easy to apply to your organization. If it is too hard the candidates will move on to another opportunity.
Once you find the candidates and set up interviews, make sure they know the next steps and what will be required before they can work for you.
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Lessons Not Completed:
- Welcome & Agenda
- Course Objectives
- Overview: Skills vs. Cultural Fit
- Overview: Costs for Good & Bad Hires
- Introduction
- Stats: Costs for Open Positions
- Skills Based Hiring
- ROI: Hiring for Cultural Fit
- Drive Engagement: Cultural Fit Recruiting
- Introduction
- Behavorial Interviewing
- Contrary Evidence
- Trusting the "Gut"
- Are Cultural Fit & Diversity Mutually Exclusive?
- Introduction
- Setting a Recruiting Strategy
- Cultural Fit Equals Engaged Employees
- Stats of Engaged Employees vs. Not Engaged
- Recruiting Tips & Trends
- Introduction
- Skills vs. Cultural Fit
- Cultural Fit Drives Engagement
- Basic Tips & Trends in Recruiting
- Conclusion
Instructor: Lois Krause
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 A rmative Action O cer); compensation and rewards; bene ts (including development of wellness programs); performance management; recruitment; and mergers &...