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Recruiting (Effective Recruiting Steps (close the deal (what factors…
Recruiting
Effective Recruiting Steps
Anticipate your needs
conduct ongoing proactive analysis of future needs
continually evaluate the pool of potential talent
develop forecasts of talent needs
Specify the job
defining specific demands
specifying which skills/experiences are relevant
identifying the team the candidate will will need to work with or recruit
consider company culture and context
portfolio model of human capital
job-based competencies
team-based competencies
firm-based competencies
develop the pool
people on the periphery
outside-insiders, inside outsiders, insiders, outsiders
tapping your networks
asking candidates peers for nominations
assess the candidates
use small # of interviewers but good ones
rigorous behavioral event interviews
detailed reference checks
include top stakeholders in assesments
avoid the pitfalls by:
its more important to choose the right assessors than focusing on the right technique
the right number of interviewers
the right techniques
behavioral event interview followed by thorough reference checks
the right organizational support
close the deal
active support for candidate's interests
describe job realistically
involve HR manager personally
compensation fair to other employees
involving c-level for top positions
what factors determine whether candidate will accept offer?
the organization's commitment
the job
the boss
integrate the newcomer
veteran top performers as mentors
newcomer must check in regularly even without problems
orgs that systematically integrate new employees have lower turnover
reviewing the effectiveness of the hiring process
removing bad hires within the first year
regularly reviewing recruiting practices
identifying and rewarding excellent interviewers
holding assessors accountable for the quality of their evaluations
audit and review... evaluating new hires... see how the candidates not chosen are now doing...
What needs to be done to change things
stop treating it as a surprise
have to approach from a rigorous, strategic, and objective POV
must develop best practices
educate their line managers so they can hire effectively
have to ensure that their HR managers provide the right support
establishing a sound recruitment process
recognize that your firm's existing top-x pool is probably inadequate
review their high-level leadership requirements every 2-3 years and develop a plan that can answer the following Qs:
How many people will we need, in what positions, in the next few years?
what qualities are we looking for in those people
how will we know when we find them
what will the organizational structure look like
what does our pipeline need to contain
Intuit: Example of what TO do
Ineffective Recruiting
Reacting as if it is an emergency
vague hiring practices
1/3 of promising new hires depart within 3 years of being recruited
very few strategic talent plans