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Presented by Elena Smith Lead HR Strategist at TPD

Recruitment Steps

!   Attract and retain the highest quality candidates !   Identify the right candidate for the position:

!   qualifications !   skills !   personality fit

!   Maximize ROI !   cost !   time

!   Reduce turnover and training time

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2!

Why Invest in Recruitment?

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Recruitment Steps

!  Define your “Employer Brand” !  Define job scope & deliverables !  Define the candidate profile !  Develop recruitment & sourcing plan

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3!

Recruitment Steps Part 1: Preparation

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Define the Scope of the Job

Define your company culture to target the most suitable candidates: !   What makes your organization unique? !   Why would they want to work with your

organization? !   What is your company vision/mission? !   What are your values? !   What is your company culture? !   What image do you want to present? !   What information/image is presented in

your website?

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4!

Define Your “Employer Brand”

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Define the Scope of the Job

!   Project based/seasonal/ongoing !   What does the position need to

accomplish? !   Reporting structure !   Key Performance Indicators !   Working hours (weekends, shift !   Job description (typical day)

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5!

Define the Scope of the Job

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Define Your Candidate Profile

!   Who would be successful in this role? !  Hard Skills (experience,

training, software expertise)

!  Soft Skills (personality, leadership skills, team players)

!   Define Compensation

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Develop Your Recruitment Plan

!   Resources required and timeline? !   How can you source the specific

demographic and industry? !   Trade shows, events, professional

organizations, job boards, networking !   Are our channels and messages compatible

with our target? !   i.e. Targeting a specific demographic

with social media and at universities !   Active vs Passive Candidates – looking for

work vs currently employed !   Recruitment starts before you have a need –

the right partnerships (schools, outsourcing companies, industry associations)

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Recruitment Steps

!   Write and post job ads !   Pre-screen resumes !   Phone screen !   Interview !   Reference Checks !   Selection !   Measure and refine

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Recruitment Steps Part 2: Selection

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Recruitment Steps

To attract the most candidates your ad should follow the acronym AIDA:

!  Attract !   Capture Attention (Header & First sentence)

!   Interest !   Compelling Description of the role

!  Desire !   What will make them want it (compensation for growth,

travel)

!  Action !   Clear instructions on how to act

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9!

Write and Post Job Ads

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Recruitment Channels

There are a number of recruitment methods that a hiring/HR Manager can utilize to enhance the number of candidates they can choose from:

!   Employee Referrals !   Professional Associations !   Recruitment Agencies !   Job Boards/Social Media !   Industry Groups !   Trade Shows !   Networking Events !   Universities

Consider hidden costs of recruiting !   Cost of Turnover !   Cost of an Empty Seat

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Recruitment Steps

Prescreening your resumes should be a quick and efficient process. To maximize efficiency : !   Identify required skills, certifications, education

required for the position !   Restrict each preliminary resume review to

maximum 1 minute per resume !   Document resumes which have been reviewed

whether you are moving forward or not

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Prescreen Resumes

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Recruitment Steps Phone screens are a vital step in maximizing your time. Spending 5-7 minutes on the phone can save you 30-60 minutes with the wrong candidate: !  Screen for “deal breakers”

!   Availability !   Required skills !   Salary expectation !   Location restrictions

!  Clarify elements of their resume !   Work experience !   Gaps

!  Evaluate their level of preparedness !   Are they taking the interview seriously !   Have they research the position/company !   Do they have any questions prepared

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Phone Screen

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Interview

Structured interviews enable you to develop a consistent approach and create a more equitable hiring process

!   Provide an overview of Job !   Ask the same questions in the same order !   Types of questions to pose:

!   Job related !   Behavioral !   Situational !   Competency based

!   Evaluate relevant experience !   Rank each candidate !   Take notes !   Complete interviews within a concentrated

period of time

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Interviewing Do’s and Don’ts

!  Stereotyping: halo/horn, likeness !  Forming first impressions !  Accepting resume information at face

value !  People often times embellish on their resumes. Ask

the candidates specifics about their duties and how they went about performing them (situational)

!  Avoid asking leading questions !  Rushing to hire

!  The cost of replacing an employee !  Don’t ask discriminatory or illegal questions

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Human Rights Code Cannot discriminate on grounds of:

!   Race !   Ancestry !   Place of Origin !   Political Beliefs !   Religion !   Marital Status !   Family Status !   Physical or Mental Disability

Questions you can’t ask: Do you have a young family that would prohibit you from being able to work extended hours

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!  Sex !  Sexual Orientation !  Age !  Smoker !  Or because the candidate has

been convicted of a criminal or summary conviction offence that is unrelated to the employment or to the intended employment of that person

Questions you can ask: Are you able to work evenings and/or weekends if required?

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Reference Checks

Reference checks are your last line of offence in the recruitment process. To mitigate your risks and validate your selected candidate it is imperative that effective references are completed: !  Confirm the reference’s position (speak with a supervisor or manager, not just a co-worker) !  Confirm the candidate’s position and length of employment !  Some do’s and don’ts:

!   Don’t: Fill in answers or ask leading questions

!   Do: Close with an open ended question: “Is there anything else you can tell me about this individual”

!  Scan Social Media

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Selection Choosing the right candidate is a HUGE victory! To ensure you select the right person:

!   Don’t force it! !   Don’t hire out of ease; replacing and retraining

the wrong person is costly

!   Rank your top candidates !   Best skills !   Best fit !   Long term potential !   Trainable !   Committed

!   Get excited !   Create a level of excitement with the candidate !   When offering employment, make the candidate

feel like a part of the team

!   Move on a good candidate – they’ll go fast

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Measure and Refine

Creating efficiencies in your recruitment process will increase your ROI:

!   Track your results !  Where are your best candidates

coming from !  Are people responding to ads

!   Evaluate your results !  Where should you allocate your

resources to reap the best results !   Refine your process

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Hidden Recruitment Costs

While there are many free job boards sites that employer’s can recruit from, there are a number of hidden costs that must be considered:

!  Time of hiring Manager to: !  write job ads !   post online !   review resumes !   interviewing

!  Loss of Manager productivity time !  Cost of having vacant position/turnover !  Staff burn out

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Thank You

Questions? Contact TPD. Phone: 1.888.685.3530 Website: TPD.com Email: info@TPD.com