Ownership of the Recruiting Process
You, the manager, always own the whole recruiting process, though you can delegate areas of the recruiting to others, either in the initial screening or during the interview itself. Why is important that you own it?
- This person is going to work on your team.
- They will help you meet business deliverables.
- Your success is dependent on their performance.
Internal and External Recruiters
Both internal and external recruiters work with the manager to insure that the best talent is sourced and presented. They do the advertising for the position, initial screening of resumes and also first interview with the candidates.
The manager is usually dependent on the internal or external recruiter to attract potential candidates. Since the manager owns the recruiting process, it can be helpful if they discuss with the recruiters what actions will be taken to find talent. How will the recruiter source candidates, where will they post ads, and what are the key functions and skills for the job? It is important to create a timeline for when the recruiter will give updates and provide candidates for you to review.
Initial Interview Process
The first person to interview the candidate has the responsibility to present the company in a positive light, explain how the role fits into the company, explain the key requirements of the role, and spend time speaking with the candidate about their experiences and career goals.
If the company has a Human Resources Department, it is usually the first point of contact with the candidates. Every contact the candidate has with the company is important, though the first impression is significant. Even if the candidate is not the right fit for the role, it’s important for the company brand to build an excellent impression with all candidates.
If the manager is the first point of contact, it’s essential to not only assess the candidate’s experience and abilities, it’s important to build a strong impression with the candidate around the company and why it’s a great place to work.
Phone interviews save time in the interviewing process for both the company as well as the candidate. The candidate doesn’t have to commute to the interview, the company doesn’t have to find suitable space to interview, and the interviewing time is usually shorter as this is the first evaluation of the candidate.
A phone interview is a great way to initially evaluate a potential candidate. Use the same questions for each candidate, drill down for further clarity, and listen to their answers to assess their competencies and whether they fit the essential functions of the position. By doing this over the phone, the interviewer should be able to eliminate candidates, thus saving the company time doing in-house interviews.
When you are looking for talent in other parts of the country, the phone as well as Skype are great tools to interview candidates. Using such resources benefits the financial costs as well as cuts down on time, allowing the company to evaluate the candidate’s strength for the position before his/her hire.
You, the manager, always own the whole recruiting process.
**********RECRUITING THE BEST TALENT**********