Recruiting is one business activity that the line managers are not doing every week, so help from HR is greatly appreciated. Here are some actions you should consider making when starting a new recruitment in your company.
Know what you are looking for
The starting point is to decide what makes the new colleague successful in the job. The decisive factors are behavioral traits rather than factual skills. Help your line managers to have the success criteria clearly defined when you start the process. You should always remind yourself and the line manager of the criteria along the way to the hiring decision.
Make sure the process is clear
The process is clear for you, but remember to share the process flow with your manager at the start. Guide him to write a nice job description (with the success criteria). Tell where to advertise it and what tools should be used during the way. Are you using career pages, job boards, social media and possible video interview. Maybe an on-line assessment as well.
Your target is to attract enough quality candidates so you can make a good selection in two weeks time after your job ad.
Create the long list
Hopefully you have received enough quality applications and it is time to make your long list of candidates. Those who will be taken into to selection process. We recommend our customers to include 10 - 20 candidates in the first round of interviews. That amount is easy to handle with good tools.
To keep the time-to-hire short it’s useful to resist the urge to invite many people to personal interviews. If you use video interviews for the long listed candidates, you can invite the two best candidates to personal interviews and go from there. In preparation for the personal interview you should make sure your line manager knows how to interview. Arrange training if needed and preferably join the interview yourself. When you have made sure the hard skills are there you want to assess the motivational factors and fit into the team and your corporate culture. This is definitely a grey area where you cannot rely on factual information.
The moment of truth
Now you have arrived in the situation when you have the best candidate identified and the question remains: is she a good hire? Here at least one second opinion is appreciated. You should evaluate together with your line manager whether you both are confident enough to go ahead. The smaller the team or the company, where the new hire will start, the bigger the impact of your decision will have. Present the job offer if you both feel that it is the right thing to do. Do not leave the line manager alone with this decision. The decision which is ultimately based on feelings, impressions and hopes.
A trial period in the beginning of the employment is a good security arrangement. However it is burdensome to need to start all over again should your new hire fail. As a recruiter you should also follow up how the new colleague is doing: did she get proper onboarding and support to become productive at her work. It will take 6 - 12 months time to find out how successful your decision has been. Follow up the process all the way to this point.
If you are wondering how to be sure that you are hiring the right employee, and how to assess the proper attitude in just couple interviews, load our e-book. You'll find tips for asking the right interview questions and get a view of what to expect from an applicant who is really interested into working at your company.