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5 Must Know Tips for Hiring Managers .pdf

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5 Must-Know Tips for Hiring

1. Be Aware of Ebbs and Flows
 Most industries have cycles, which means they experience

both highs and lows. For example, there’s a boom in
construction during the summer months, but snowplow
operators aren’t usually in high demand in the middle of July.
 Being aware of your firm’s ups and downs can help you
prepare for hiring at particular times of the year.
Understanding your hiring needs ahead of time will make the
process easier by ensuring you can start the search well in
advance, rather than being forced to scramble at the last
minute and settle for less-than-ideal candidates.

2. Don’t Be Held Captive by Job
 Job descriptions are no doubt important in the hiring process.You

want to be sure the job description you post—along with the
requirements and qualities of the ideal candidate—give an
accurate description of what the job entails and who would be a
good fit for the role.
 But hiring managers sometimes get trapped into thinking that who
they hire must exactly match the description on paper. That means
they feel they must hire someone with five years of experience,
even if a candidate who has just three years of experience would
be a great fit for the role.
 Don’t be beholden to the description; allow yourself to consider
candidates whose profiles differ from your “perfect” candidate.

3. Have a Strategy
 Perhaps one of the biggest mistakes hiring managers make is

going into the hiring process without a plan. They assume
they’ll simply know the right candidates when they see them.
Poor hiring decisions often come out of this seat-of-the-pants
methodology; you may have a gut feeling that someone is a
good candidate, but that doesn’t necessarily mean the person
is right for the role.
 Instead, devise a recruitment and hiring strategy that will
allow you to make decisions based on measurable aspects of a
candidate’s profile, such as past experience, soft skills, and
personality traits.

4. Pre-Screen and Test
 If your firm gets a lot of applications, it can be difficult to sift

through them all. Weeding out candidates who are
unqualified or inexperienced is easy enough, but it can
become tedious. Worse, it can be difficult to narrow down
the list of candidates once you’ve gotten rid of the obvious
poor matches.
 Pre-screening and testing can help you match candidates
more closely to the job before you decide to extend an
interview offer. That can save you time and money, and it can
help you make sure you get better interviewees for every
position you need to fill.

5. Partner with a Recruiter
 The hiring process is both time consuming and costly. It is

also a bit risky: You can post a great job description, prescreen candidates, and still end up hiring a poor fit for your
company. Partnering with a recruiter can help you avoid
most of the pitfalls in the hiring process.
 Recruiters have access to a large pool of highly qualified
candidates, both those who are actively looking for work and
those who may not be searching right now. The recruiter also
has expertise and access to the latest technology to help you
find the best possible candidates to fit virtually any position
in your firm.

 http://www.dg.ca/blog/5-must-know-tips-for-hiring


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