When you have a position to fill, you want to be sure that you find the candidate most suited for the job, and the one whose skills and knowledge will help your company grow. While the interview may seem like the definitive moment for choosing the right person, making the right choice actually begins long before the interview.
Successful recruitment depends on how well you prepare and publicize your job ad, as well as how well you screen applicants. That way, when you get to the interview, you are meeting only the best candidates that most closely fit what you’re looking for. Here is a 5-step recruitment plan you can follow to improve your chances of finding the right candidate.
Step 1: Prepare an effective job description
Writing an effective job description is the first step to attracting the right candidates to your company. The more clearly you describe the requirements, tasks, working conditions and advantages of the position, the less time you will waste examining and rejecting unsuitable applications. An effective job description should include the following:
Step 2: Use the right recruitment tools
Once your ad is written, you need to find the right way to promote it. Two factors will determine the best choice: your company’s budget and the type of candidate you are looking for. Remember that using more than one tool increases your exposure.
It’s important to keep track of the results. In time, this will help you determine which recruitment tools work best for your company. Here’s a list of tools you can use to publicize your opening and attract candidates:
Step 3: Do a first screen of the applicants
Once you’ve received resumes and made an initial selection of interesting candidates, the next step is to do an initial screen of candidates. The more careful you are at this stage, the less time you’ll lose at the interview stage. Here are ways you can screen candidates before the interview:
Step 4: Interview the best candidates
The interview is your opportunity to confirm the candidates’ qualifications, determine if the job matches their expectation and see if they fit in with your company culture. There are two commonly used types of interview questions:
Behavioural questions. These types of questions help predict future behaviour by asking about past behaviour. They can help you assess the person’s self-confidence, creativity and problem-solving skills.
Situational questions. These types of questions present the applicant with potential situations they could face on the job. This can help you evaluate the person’s knowledge, skills and work methods. These questions usually start with, “What would you do if…?” or, “How would you X…?”
Beware of asking questions about personal interests. They can get the interview off track or annoy people who want to keep their work and private lives separate. To help you make your decision, you can create a point system or an analysis grid to compare and rank the strengths and weaknesses of the interviewees.
Step 5: Offer the job
When you have selected your front-runner, call and offer the position. If necessary, give the candidate a few days to decide. Once they have confirmed, it’s common to send a letter of offer that states in writing what was discussed over the phone.