Mobile Recruiting Office, circa 1942

Recently, I had the opportunity to check out Monster’s Power Recruiter Workshop. It was a full-day workshop to give guidance for recruiters. While a good portion of the day was spent discussing their product, there were some useful key points to consider.

Keep focus on the people

It’s often easy for people to forget that when you’re recruiting you are dealing with real people. People are not their resumes. You don’t always get a complete picture of who you are dealing with when you skim through a resume. So every candidate should be given the time and consideration that you hope you receive when you’re on the job hunt.

Factors to consider:

  • What’s the response time in emails?
  • How transparent are you with your communication to the applicant?
  • Are you giving unbiased consideration for all of your applicants?

Set realistic expectations for hiring managers

It is a competitive job market right now, especially in Seattle. Unemployment rates in Seattle are consistently lower than the national average. Hiring the right employee takes time.

Factors to consider:

  • What is a realistic turnaround time to hire an employee?
  • Do we have a realistic expectation of skill level vs. pay rate?

People are a company’s #1 asset

What is more valuable to your company than your employees? With that in mind, you shouldn’t get sloppy bringing people in, and don’t settle for the candidate that you think could maybe possibly work. And also very important, what are you doing to work on retention?

Factors to consider:

  • Are you happy with your current interview process?
  • Can anything be done to improve?
  • What steps are you taking to ensure you don’t settle in your hiring process?
  • What are you doing to keep your current employees satisfied?

Job descriptions are your job ads

What is in your job description? Does it give an accurate portrayal of what the expectations are for the job? How long does it take for a candidate to access your job ad and submit an application?

Things that should appear in your job description:

  • Title
  • Realistic job summary
  • Requirements/preferences
  • Clear call to action

Factors to consider:

  • Job ad is not about us, it’s about the candidate
  • Job title is #1
  • Job description is key - talk to people, how they see what their job description is, what attracts them to work with us?
  • Engage the applicant - start with a question, have a clear call to action
  • Keep short/concise, take away redundancies (no one has time for that), only list the key points about the job
  • How long does it take to find job ad & apply? Can that time be shortened? Can you automate by possibly bringing in information from platforms like LinkedIn or Monster? Applicants have already made their information available. Try to make use of it.

BTW, we’re hiring.

Main image from Flickr user usmcarchives.