Recruitment & Selection- Step Up BC HR Roundtable

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Recruiting & Selection
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Presented by Elena Smith B:176 #FFD1B0
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Lead HR Strategist at TPD

2. Recruitment in Recruitment?
Why Invest 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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3. RecruitmentSteps Part 1:
Steps
Recruitment
Preparation
! Define your Employer Brand
! Define job scope & deliverables
! Define the candidate profile
! Develop recruitment & sourcing
plan
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4. Define the Scope of the Brand”
Define Your “Employer 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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5. Define the Scope of the Job
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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6. 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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7. 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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8. Recruitment Steps Part 2:
Recruitment Steps
Selection
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Write and post job ads
Pre-screen resumes
Phone screen
Interview
Reference Checks
Selection
Measure and refine
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9. Recruitment Steps Ads
Write and Post Job
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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10. 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:
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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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11. Recruitment Steps
Prescreen Resumes
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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12. Recruitment Steps
Phone Screen
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
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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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13. 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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14. 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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15. Human Rights Code
Cannot discriminate on grounds of:
! Race
! Ancestry
! Place of Origin
! Political Beliefs
! Religion
! Marital Status
! Family Status
! Physical or Mental Disability
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Questions you can t ask:
Do you have a young family that would
prohibit you from being able to work
extended hours
Questions you can ask:
Are you able to work evenings and/or
weekends if required?
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
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16. 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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17. 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
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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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18. 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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19. 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:
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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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20. Thank You
Questions? Contact TPD.
Phone: 1.888.685.3530
Website: TPD.com
Email: info@TPD.com
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