Healing Employment - Sifting and Suiting for Effective Selection
Second in a Series on the "Seven Stages of Engagement" With the current economic downturn taking its toll on employment, it is more important than ever for employers to look closely at their recruiting and hiring processes.
Engaging potential employees is a must, and in order to be successful, companies need to understand - and repair, if necessary - each of the seven stages of engagement in the employment recruiting and hiring process.
This article addresses the second of the seven stages, which is SELECTION.
After applying tips for success in the first stage, ATTRACTION, employers should find that they have successfully attracted a viable pool of job applicants.
So how do they now determine which prospects are worth their valuable time? How Selection Is Broken Without a plan, recruitment can be a real time drain.
The process of selection is particularly hazardous, especially in the current economy.
Employers should not assume that unemployed applicants are not "A" players.
In late 2009, many companies slashed 10 percent to 20 percent of their workforce, and those cuts were made to their higher salaried positions - their "A" players.
This top talent is all around us now: they may have struck out on their own to perform consulting work, gone back to school, taken a lower-paying job, or are engaged in other non-traditional means of employment until the economic smoke clears.
Plan Your Work and Work Your Plan "Plan your work and work your plan" by doing the following: Once you have screened your resumes and developed a first batch of potential candidates, shoot them each an email.
For this initial connection, come up with eight strong questions around the skill-set that you desire.
Next, develop three strong questions around the soft skills that you're seeking.
If an applicant is unemployed, ask about the circumstances of his or her unemployment.
Based on the answers you receive, narrow down your pool and set up phone "meet and greet" conversations with those in which you are most interested.
In this stage, be ready with four key logistics questions to discuss - these may be related to the job location, salary, cultural fit, career pathing, etc.
The final stage in selection is to decide who, based on your phone screening process, you should bring in for an in-person interview.
If you have done a thorough and consistent job in the initial layers of screening, you will probably have a small pool of well-qualified candidates to meet - and not too many surprises.
Stay tuned for the third installment in this series, which will explore the third stage of engagement: INTERVIEWING.
With the current economic downturn taking its toll on employment, it is more important than ever for employers to look closely at their recruiting and hiring processes.
Engaging potential employees is a must, and in order to be successful, companies need to understand - and repair, if necessary - each of the seven stages of engagement in the employment recruiting and hiring process.
This article addresses the second of the seven stages, which is SELECTION.
After applying tips for success in the first stage, ATTRACTION, employers should find that they have successfully attracted a viable pool of job applicants.
So how do they now determine which prospects are worth their valuable time?
Engaging potential employees is a must, and in order to be successful, companies need to understand - and repair, if necessary - each of the seven stages of engagement in the employment recruiting and hiring process.
This article addresses the second of the seven stages, which is SELECTION.
After applying tips for success in the first stage, ATTRACTION, employers should find that they have successfully attracted a viable pool of job applicants.
So how do they now determine which prospects are worth their valuable time? How Selection Is Broken Without a plan, recruitment can be a real time drain.
The process of selection is particularly hazardous, especially in the current economy.
Employers should not assume that unemployed applicants are not "A" players.
In late 2009, many companies slashed 10 percent to 20 percent of their workforce, and those cuts were made to their higher salaried positions - their "A" players.
This top talent is all around us now: they may have struck out on their own to perform consulting work, gone back to school, taken a lower-paying job, or are engaged in other non-traditional means of employment until the economic smoke clears.
Plan Your Work and Work Your Plan "Plan your work and work your plan" by doing the following: Once you have screened your resumes and developed a first batch of potential candidates, shoot them each an email.
For this initial connection, come up with eight strong questions around the skill-set that you desire.
Next, develop three strong questions around the soft skills that you're seeking.
If an applicant is unemployed, ask about the circumstances of his or her unemployment.
Based on the answers you receive, narrow down your pool and set up phone "meet and greet" conversations with those in which you are most interested.
In this stage, be ready with four key logistics questions to discuss - these may be related to the job location, salary, cultural fit, career pathing, etc.
The final stage in selection is to decide who, based on your phone screening process, you should bring in for an in-person interview.
If you have done a thorough and consistent job in the initial layers of screening, you will probably have a small pool of well-qualified candidates to meet - and not too many surprises.
Stay tuned for the third installment in this series, which will explore the third stage of engagement: INTERVIEWING.
With the current economic downturn taking its toll on employment, it is more important than ever for employers to look closely at their recruiting and hiring processes.
Engaging potential employees is a must, and in order to be successful, companies need to understand - and repair, if necessary - each of the seven stages of engagement in the employment recruiting and hiring process.
This article addresses the second of the seven stages, which is SELECTION.
After applying tips for success in the first stage, ATTRACTION, employers should find that they have successfully attracted a viable pool of job applicants.
So how do they now determine which prospects are worth their valuable time?
