The Life Cycles of Recruitment
Introduction:
As a business owner, you understand the importance of finding and hiring the right candidates for your company. At Sharper Talent we specialize in guiding businesses through the recruitment process from start to finish.
The life cycles of recruitment can be broken down into five key stages: planning, selecting, searching for candidates, screening, and hiring.
First, the planning stage involves determining the specific needs and requirements for the open position. This includes identifying the necessary skills and experience, as well as setting the budget for the role.
Next, the selection stage involves choosing the appropriate recruitment methods and channels to reach potential candidates. This might include using job boards, social media, or working with a hiring agency like ours.
Once the recruitment channels have been determined, the search for candidates begins. This involves actively seeking out and identifying potential candidates through various methods such as reviewing resumes and conducting initial interviews.
The screening stage involves evaluating the qualifications and suitability of the candidates who have been identified. This might include conducting reference checks, skills assessments, and background checks.
Finally, the hiring stage involves making the decision to offer the role to a candidate and negotiating the terms of employment.
Throughout these stages, it's important to keep in mind the company's diversity and inclusion goals, as well as any legal considerations. Working with a hiring agency can help ensure that the recruitment process is smooth and efficient, and that the right candidate is ultimately hired for the role.
Planning
As a business owner, the planning stage of the hiring process is crucial for ensuring that you find the right fit for your open position. At Sharper Talent, we specialize in helping businesses identify and prioritize the key factors to consider when planning to hire.
Cognitive Benchmarks
One important area to consider is cognitive benchmarks, which refer to the specific skills and knowledge required for the role. This might include technical expertise, industry-specific knowledge, or problem-solving abilities. Identifying the cognitive benchmarks for the position will help you narrow down the pool of potential candidates and ensure that you find someone who is qualified for the job.
An important cognitive benchmark to consider when hiring is a candidate's ability to solve complex problems quickly. This skill is essential in many roles, as it allows the employee to effectively handle unexpected challenges and make informed decisions.
To assess a candidate's problem-solving abilities and other cognitive skills, you may want to consider administering a cognitive assessment as part of the recruitment process. At Sharper Talent, we use the Predictive Index (PI) assessment to identify an individual's cognitive benchmarks. The PI assessment is a proven tool that helps businesses predict job performance and identify the best fit for open positions.
By considering cognitive benchmarks and administering a cognitive assessment such as the PI, you can be confident that you are hiring the best fit for your open position. As the number one predictor of job performance, cognitive benchmarks are an essential factor to consider when planning to hire.
Behavioral Targets
Another important factor to consider is behavioral targets, which refer to the personal traits and characteristics that are necessary for success in the role. For example, if you are looking for a customer service representative, you might prioritize candidates who are patient, empathetic, and able to handle difficult situations with professionalism.
Behavioral targets refer to the personal traits and characteristics that are necessary for success in a particular role. These might include qualities such as adaptability, teamwork, leadership, or communication skills. By identifying the behavioral targets for a position, you can better understand what motivates a candidate and predict their behavior on the job.
To assess a candidate's behavioral targets, you may want to consider administering a behavioral assessment as part of the recruitment process. At Sharper Talent, we use the Predictive Index (PI) assessment to identify an individual's behavioral targets. The PI assessment is a proven tool that helps businesses predict job performance and identify the best fit for open positions.
By considering behavioral targets and administering a behavioral assessment such as the PI, you can be confident that you are hiring the best fit for your open position. It's important to remember that the specific behavioral targets will vary depending on the needs of the role and the culture of your organization. By aligning the behavioral targets with the requirements of the job, you can ensure that the new hire is a good fit for your company.
Roles and responsibilities
In addition to cognitive benchmarks and behavioral targets, it's important to clearly define the roles and responsibilities of the position. This includes outlining the specific tasks and duties that the candidate will be expected to perform, as well as any expectations for personal development and growth within the company.
When defining the roles and responsibilities of a position, it's helpful to consider the following questions:
Who will the candidate be communicating with and working with on a daily basis? This might include coworkers, supervisors, customers, or vendors.
What specific duties and tasks will the candidate be responsible for? This might include managing projects, handling customer inquiries, or performing data analysis.
What part of the process will the candidate be responsible for? This might include the planning, execution, or evaluation of a specific task or project.
By clearly outlining the roles and responsibilities of a position, you can ensure that the new hire understands their expectations and has the necessary tools and resources to succeed in the role. This helps to set the stage for a productive and successful working relationship.
At Sharper Talent, we prioritize the identification of clear roles and responsibilities as part of our recruitment process. By outlining the specific tasks and duties of a role, we can better understand the needs of your company and identify the best fit for the open position.
Measurables
Finally, it's helpful to establish measurable goals for the role. This could include metrics such as sales targets, customer satisfaction scores, or other key performance indicators. Setting clear measurables for the position will help you track the success of the new hire and ensure that they are meeting the expectations of the role.
When setting measurable goals, it's helpful to consider the following questions:
What is being measured? This might include sales targets, customer satisfaction scores, or other key performance indicators.
What is the goal? It's important to set clear and specific goals that are achievable, but also challenging.
How often will we be checking on the progress towards the goal? It's helpful to establish a timeline for checking in on the measurable goals, whether it be weekly, monthly, or quarterly.
By establishing measurable goals, you can track the success of the new hire and ensure that they are meeting the expectations of the role. This helps to set the stage for a productive and successful working relationship.
At Sharper Talent, we prioritize the identification of clear measurable goals as part of our recruitment process. By setting specific and achievable targets, we can better understand the needs of your company and identify the best fit for the open position.
By considering these four key areas during the planning stage, you can set yourself up for success in finding the right candidate for your open position.
Selecting
Job Screening
Selecting a new person to hire is an important decision for any company. It is essential to take the time to properly screen and evaluate candidates to ensure that you are bringing on the best fit for the role and the organization.
There are several key factors to consider when selecting a new hire. First and foremost, it is important to ensure that the applicant meets the minimum job requirements. This includes verifying their education, certification, and experience to ensure that they have the necessary skills and qualifications for the position.
In addition to reviewing the applicant's resume and qualifications, it is also important to focus on job and company fit. Is the candidate a good cultural fit for your organization? Do they share the same values and goals? Will they be able to thrive in the company's environment and contribute to the team's success?
When it comes to screening questions, it is important to be direct and straightforward. Don't try to trick the candidate or ask confusing questions; instead, keep the questions simple and easy to understand. Some common screening questions might include eligibility questions such as compensation, start date, employment status, location, and willingness to complete the hiring process.
It is also important to ask job performance questions that allow you to assess the candidate's skills and experience. This might include questions about their education, certification, and other relevant skills. By asking targeted questions, you can get a better sense of the candidate's strengths and weaknesses and determine whether they are a good fit for the role.
Overall, the key to selecting a new hire is to take the time to thoroughly screen and evaluate candidates to ensure that you are bringing on the best fit for the role and the organization. By focusing on job and company fit, asking direct and straightforward questions, and assessing the candidate's qualifications and skills, you can make an informed decision and bring on a new team member who will thrive in their role and contribute to the success of your organization.
Interviewing
When interviewing a candidate that you are looking to hire, it is important to take the time to properly assess their skills, qualifications, and fit for the role and the organization. There are several key factors to consider when conducting an interview, whether it is a phone interview or an in-person interview.
Phone interviews can be an effective way to screen candidates and get a sense of their personality and communication skills. During a phone interview, it is important to have energy and enthusiasm and to treat the conversation as if it were an in-person interview. Avoid distractions such as multitasking or checking emails, and give the candidate your full attention. It is also a good idea to let the candidate ask questions and to provide them with information about the role and the company.
In-person interviews are a more in-depth way to evaluate candidates and get a better sense of their fit for the role and the organization. When scheduling an in-person interview, it is important to choose a location that is convenient and professional. It is also a good idea to prepare a list of interview questions in advance, and to carefully review the candidate's resume and cover letter to ensure that you are asking relevant and targeted questions.
During the in-person interview, it is important to keep the conversation conversational and not confrontational. Avoid asking questions that are too personal or inappropriate, and focus on getting to know the candidate and their qualifications. It is also a good idea to explain the interview process and next steps, and to let the candidate know what to expect.
Finally, it is important to follow up after the interview to let the candidate know whether they were selected for the role. If they were not selected, it is a good idea to provide feedback and let them know why they were not a good fit for the position. By following these tips, you can effectively interview candidates and make informed decisions about who to hire.
Reference Checking
Reference checking is an important step in the hiring process, as it allows you to verify a candidate's work history and assess their previous performance. When reference checking a candidate you are looking to hire, there are several key factors to consider:
Understand the candidate/referee relationship: It is important to understand the nature of the candidate's relationship with their referees. Did they report to the referee or did the referee report to them? How long did they work together? Understanding the candidate's role and the referee's role can help provide context and perspective on the candidate's previous performance.
Verify the role and employment details: It is important to verify the candidate's role and employment details with their previous employer. Confirm the dates of employment, job title, and responsibilities to ensure that the candidate's resume and cover letter are accurate.
Assess the candidate's previous performance: Ask the referee about the candidate's strengths and areas for improvement. What did they excel at in their previous role? How did they contribute to the team or organization? It is also a good idea to ask about any specific challenges or projects that the candidate worked on and how they performed in those situations.
Confirm the candidate's reason for leaving: Ask the referee about the candidate's reason for leaving their previous role. Was it a mutual decision or did the candidate leave on their own accord? Understanding the circumstances surrounding the candidate's departure can provide insight into their work ethic and attitude.
Seek additional information and confirm the referee's response: If you have any additional questions or concerns about the candidate's previous role or performance, it is a good idea to seek additional information from the referee. Confirm their responses and compare them to the information provided by the candidate to ensure that there are no discrepancies.
By following these tips, you can effectively reference check a candidate and make an informed decision about whether they are the right fit for the role and the organization.
Searching for Candidates
At Sharper Talent, we specialize in guiding businesses through the process of searching for candidates. Here are four key ways to go about this:
Writing job descriptions: A clear and well-written job description is essential for attracting the right candidates. It should outline the duties and responsibilities of the position, as well as the necessary skills and experience.
Looking at internal candidates: It's often worth considering current employees for open positions, as they may already have a strong understanding of the company culture and work environment.
Referrals: Asking current employees for referrals can be a great way to find qualified candidates. Employees may have connections in their personal or professional networks who would be a good fit for the role.
Posting to job boards: There are many online job boards that allow businesses to post open positions and attract candidates. This can be an effective way to reach a wide pool of potential candidates.
By considering these four methods, you can effectively search for the right candidates for your open positions.
Writing job descriptions
When writing a job description, it's important to list out the specific responsibilities, skills, and experience required for the role. This will help to narrow down the pool of potential candidates and ensure that you are only attracting those who are qualified for the job.
In addition to outlining the duties and requirements of the position, it's also helpful to focus on the company culture, benefits, and pay. This can help to attract candidates who are a good fit for your organization and will be motivated by the working environment and compensation.
Finally, it's important to use words that will attract the ideal candidate. This might include using industry-specific language or highlighting unique opportunities for growth and development within the company.
By following these guidelines, you can craft a job description that will attract the right candidates for your open position.
Looking at Internal Candidates
One key step in considering internal candidates is to post the job for current employees. This allows all interested parties to apply and be considered for the role. It's important to be consistent in this process and follow the same evaluation criteria as you would for external candidates.
There are several benefits to considering internal candidates for open positions. First, they already have a strong understanding of the company culture and work environment, which can help them hit the ground running in their new role. In addition, promoting from within can be a great way to reward and retain top performers, as it demonstrates that there are opportunities for advancement within the company.
By considering internal candidates for open positions, you can potentially find the right fit for the role while also fostering a positive company culture.
Referrals
One key way to seek out referrals is by asking your current staff for recommendations. Employees may have connections in their personal or professional networks who would be a good fit for the role. This can be a great way to find qualified candidates who are already familiar with your company culture and work environment.
In addition to asking your current staff for referrals, it's also helpful to tap into your personal and professional networks. This might include reaching out to industry associations, alumni groups, or other professional organizations. By leveraging your connections, you can potentially find qualified candidates who might not have been otherwise accessible through traditional recruitment channels.
By seeking out referrals from your current staff and personal and professional networks, you can potentially find the right fit for your open positions while also building your company's reputation as a desirable place to work. At Sharper Talent, we can help you identify and evaluate referral candidates for open positions and guide you through the process of finding the best fit for your company.
Posting to Job Boards
When considering job boards, it's important to identify which ones are most actively used in your market. This might include industry-specific job boards or general job search sites such as LinkedIn, ZipRecruiter, or Indeed.
It's also helpful to research the competition to ensure that you are offering competitive compensation and benefits packages. This can help to attract the best candidates for your open positions.
By posting your open positions on job boards, you can reach a wide pool of potential candidates and increase the chances of finding the right fit for your open positions
Screening
One way to screen potential candidates is through application screening questions. These are specific questions that are designed to assess a candidate's qualifications and fit for the role. These questions might include asking about a candidate's past experience, technical skills, or problem-solving abilities.
Another way to screen candidates is through pre-employment testing. This might include cognitive assessments, personality tests, or skills tests. Pre-employment testing can help to identify candidates who have the necessary skills and abilities for the role.
By using application screening questions and pre-employment testing, you can effectively screen potential candidates and identify the best fit for your open positions. At Sharper Talent, we can help you design and administer screening questions and tests to identify the best fit for your company.
Application screening questions
As a business owner, you understand the importance of finding the right candidates for your open positions. One way to do this is by using application screening questions to assess a candidate's fit for the role. At Sharper Talent, we specialize in helping businesses design and implement effective application screening questions.
Some examples of application screening questions that you might consider using include:
What do you do outside of the office? This can help to gauge a candidate's interests and passions, and provide insight into their personality and fit for the company culture.
How well do you know this industry? This question can help to identify candidates who are familiar with the field and have the necessary knowledge and experience for the role.
What's an example of a time you have demonstrated leadership abilities? This can help to identify candidates who have the leadership skills and experience necessary for the role.
What are your greatest strengths and weaknesses? This question can help to assess a candidate's self-awareness and honesty, and provide insight into their fit for the role.
What are your IT/language capabilities? This can help to identify candidates who have the necessary technical skills and language capabilities for the role.
Share with me an example of a time you provided mentoring. This can help to identify candidates who have leadership and mentorship skills, and are comfortable taking on a leadership role.
By using application screening questions like these ,you can effectively assess a candidate's fit for the role and identify the best fit for your open positions. It's important to remember that the specific application screening questions will vary depending on the needs of the role and the culture of your organization. By aligning the questions with the requirements of the job, you can ensure that the candidate is a good fit for your company.
Pre-employment testing
As a business owner, you understand the importance of finding the right candidates for your open positions. One way to do this is by using pre-employment testing to assess a candidate's fit for the role. At Sharper Talent, we specialize in helping businesses implement effective pre-employment testing as part of the recruitment process.
There are several types of pre-employment tests that you might consider using, including:
Cognitive testing: This type of testing assesses a candidate's mental abilities, such as problem-solving, critical thinking, and decision-making. Cognitive tests can be useful for identifying candidates who have the necessary mental skills for the role.
Behavioral testing: This type of testing assesses a candidate's personality and tendencies, such as how they respond to stress, how they work in a team, and how they handle conflict. Behavioral tests can be useful for identifying candidates who will fit in with the company culture and work well with others.
Skills testing: This type of testing assesses a candidate's technical skills and abilities, such as their proficiency with certain software or their knowledge of specific industry concepts. Skills tests can be useful for identifying candidates who have the necessary skills for the role.
By using pre-employment testing, you can effectively assess a candidate's fit for the role and identify the best fit for your open positions.
Hiring
As a hiring agency, Sharper Talent knows that the final stage of the recruitment process, hiring, can be a delicate and time-sensitive process. That's why we recommend following these steps to ensure a smooth and successful hiring experience:
Decide quickly which candidate you want to offer the job to. Candidates who are actively seeking employment may have multiple offers, so it's important to move fast.
Make an initial offer over the phone. This allows you to gauge the candidate's initial response and address any questions or concerns they may have.
Follow up with a formal job offer letter outlining the terms of the offer, including salary, benefits, and start date.
Be prepared for the possibility of a counter-offer from the candidate's current employer. Have a plan in place for how to respond in this situation.
Carry out pre-employment checks, including checking references and verifying criminal and work permit records.
Be empathetic and inform unsuccessful applicants that they were not selected for the role.
By following these steps, you can ensure a smooth and successful hiring process that results in a strong and qualified new addition to your team.
Conclusion
We understand the importance of finding the right fit for your team. That's why we offer a comprehensive recruitment process to help business owners find top talent.
Our process starts with planning with you, where we identify the cognitive benchmarks, behavioral targets, roles and responsibilities, and measurables that are necessary for the role. From there, we move on to selecting the best method for finding candidates, whether it's through internal candidates, referrals, job boards, or other methods.
Once we have a pool of potential candidates, we screen them using application questions and pre-employment testing to ensure that they have the skills and qualifications needed for the role. You are then able to move on to the hiring process, where you make an offer, carry out pre-employment checks, and onboard the new employee.
By following this process, Sharper Talent is able to help your company find top talent that is a perfect fit for your team. If you're looking to hire, we can help you navigate the recruitment process and find the right candidates for your needs.
Schedule a call with our Top Talent Finders today at SharperTalent.net