Please enable JavaScript.
Coggle requires JavaScript to display documents.
Beyond Hiring Basics (Recruiting Online (Tips/Cautions (Widens pool of…
Beyond Hiring Basics
Recruiting Online
Find more qualified candidates
Quickly screen
Contact candidates almost immediately
Tips/Cautions
Widens pool of candidates
"Active" candidates
Those that post resumes on boards
"Passive" candidates
Qualified workers who already have jobs at other companies
Focus on best sources
Large sites like Monster.com aren't necessarily 'right'
Try focused sites that either tap locale or technical skills
Need to set company apart
Have a marketing strategy to sell company to applicants
Recruits as customers
Using software to avoid data overload
Recruiting software can assist search
Allows quick way to evaluate applicants
N.B. Online recruiting is a WIDE net
Postings are available to all, not just qualified applicants
Four Steps (Capelli)
Attract candidates
Marketing/branding to 'woo'' applicants
Sort applicants
Screen candidates within online applications - simple question or game - LEGAL CAVEAT
Make contact
Fast so have recruiters do it quickly
Managers should be involved
Close the deal
Don't forget best business practices for hiring after initial contact
Professional Recruiter
Costs can add up
When to use
Can save time and money in terms of screening candidates
Head hunters get word out quickly to the 'right' people
People may not even know about the opening
Ideally use for positions that will effect the 'bottom line'
When
not
to use
Not necessary when board has right contacts
Small known pool of candidates
Requirements and needs for candidate are VERY clea
Low level positions
Company and recruiter must work as a team
"Embedded Personal Interests"
People who are intersted in activities in job might be better fits
"Embedded Life Interests" Categories
Application of technology
Quantitative Analysis
Conceptual Thinking
Creative production
Counseling & mentoring
Managing people& relationships
Enterprise control
Influence through language and ideas
Benefits for hiring for interests rather than skills
Jobs that tap into personal interests will keep attention and push achievement
Skills don't let person express deep interests, which means happiness with work may drop
Easier to acquire skills for job than interests
Southwest has been successful with this approach
Case Interview Technique
"Case" interview = give job applicant a scenario and business problem similar to those on the job
Candidate provides reasoned answer
Shows how candidate
Will address problems
Communication Skills
Sees big picture
Power of method (Raffoni)
Close to 'real world'
Helps candidates understand job
Tests various skills
Drawbacks
Time
Favors fast thinkers
Not useful to test ability to work with others
Organizational Culture & Job Matches
Need to hire for culture fit as well
Need to know existing cultures before recruiting
Macro-culture fit
General values/ways of doing things
Micro-culture fit
Cultures within departments or job functions
Psychological Testing as Hiring Tool
Use CAUTION
Aren't magic wand to rule out candidates or solve turn over
Advantage - eliminate biases of recruiting committee
Used properly can predict success of candiate
To Make Work
Specify hiring needs
Don't solely rely on tests
Various different tests will address different needs
Not for amateur interpretation
Be cautious - can lead to pitfalls