A rapidly growing hazelnut farm in the Willamette Valley has had a pressing need for recruiting honest and dependable laborers in recent months. With peak growing season upon them, management posted for the job via a number of online and local outlets, but the quality of applicants has been subpar at best. Those applicants that did end up getting hired turned out to be unreliable, frequently calling in “sick” or not showing up at all. With attendance a top priority during the crucial summer months when it comes to production, management has reached the point of desperation for hiring employees who will stick around and provide quality work.
Hiring for any position can be a gamble. So many applicants shine during the interview process and look wonderful on paper, but after a few weeks you realize that a) the skills they sold you on are far less amazing then they divulged, b) they fail to effectively onboard and train for the position, or c) they simply aren’t a good fit for your organization. Whatever the reason, effectively advertising for a job is a crucial first step in recruiting star talent. Where do you start?
Draft Accurate Job Descriptions – Prior to posting for a job, it is vital that you have an established job description for the position. There are many components to a job description that are important, but having clearly outlined essential functions and skills/experience and education applicable to the position to communicate to applicants will ensure that you attract individuals who will be able to fulfill those needs.
Don’t Put Your Eggs in One Basket – Often we will have a great feeling about the first person who interviews for a job. While first impressions are important, it is also important to give yourself options. Narrowing your options down by not interviewing enough interested candidates can significantly limit your chances of recruiting the best individual for the job.
Post in Multiple Locations – Just as it is important to give yourself options with the number of applicants who pass the initial screening, it is important to post in a number of outlets as well. Only posting on a single website or local board may limit the caliber and type of applicant you may be attracting. The more choices you have, the more selective you can be in moving those applicants on to the next stage of the hiring process.
Knowing specifically what you want is a crucial first step in recruiting efforts, second only to knowing how to get it. By keeping your options open and posting in the most effective places for that particular job, you can afford to be picky to ensure that only the best candidates move forward for in-person interviews and assessments. HRCentral specializes in assisting employers with the recruitment and onboarding process. Contact us today to see how we can help you attract the best individuals for your organization.
Next week, we will dive into the interview process, and will discuss how to effectively interview during these initial stages to save your organization time and resources with the goal of only advancing those star candidates.
The COO of a rapidly growing construction company was in dire need of an Executive Assistant. After posting the position requirements through a number of recruiting outlets, two applicants were filtered out and selected for interviews. The first was a young woman who had roughly 2 years of applicable experience under her belt in addition to her Master’s in Administration and Leadership. Though a bit more on the reserved side, she was driven and expressed a strong desire to excel in her position while pursuing opportunities for professional growth. The second was a gentleman fresh out of college who had far less experience, but met the educational requirements. The young man seemed to be a better “cultural fit” based on his sparkling personality which the COO felt would be a strong asset to the organization with regards to community outreach and involvement.
The COO decided to hire the young man, who ended up being terminated after six months as his outgoing personality also applied to his social life, resulting in countless call ins and no shows due to the partying lifestyle he hadn’t seemed to leave behind in college. The COO reached out to the young woman he had rejected, but she had since received a job offer from a local marketing firm and was very satisfied and excelling in her position, having already been given additional job duties working with the organization’s Board of Directors.
First impressions are important, but should never be the sole reason for making a hiring decision. In fact, heavily weighing such a decision on a factor can result in unintentional biases or discrimination, which you of course want to avoid at all costs. With turnover rates in certain positions and industries being relatively high, you simply cannot trust your gut when hiring and have to focus on substance versus shine when it comes to recruiting and interviewing in a non-subjective manner.
A recent top priority and primary occupational focus of many of our clients has been recruitment. It is easy to post a simple add and hire an individual, but when it comes to needing the right fit for a position the process can be very in depth and intensive. Whether the necessary factors required for the applicant be education, experience and skills in particular areas, certain personality traits or characteristics, or simply the right cultural fit, there are a number of “dos” and “don’ts” to keep in mind when you tackle this necessary role of human resources management.
Over the next few months we will be delving into the often overwhelming world of recruiting and new hire training, discussing top tips of how to efficiently advertise to recruit top applicants, how to interview and screen objectively, top tips for a smooth and effective hiring process, and how to conduct a productive and mutually beneficial onboarding process.
An Affirmative Action Plan or Affirmative Action Program (AAP) is a management tool designed to ensure equal employment opportunities (recruitment, selection, advancement, etc.) through the use of diagnostic analyses based off internal audits and reporting systems. For the past two weeks, we have blogged about the inner workings of EEO and VETS Reporting. To piggy-back off those topics, we’re going to take a closer look at AAPs and the Who, What, and When of the Program’s process. (more…)