1. Recruitment of a vacant or new position requires a Job Description, so you can articulate the minimum experience, skills, and educational requirements. Candidates deserve a clear picture of the expectations of the position. – see blog on Job Descriptions
2. Develop a Profile about your organization, to help candidates get excited about the possibility of working for you– see blog about Recruitment and Executive Searches
3. Refer to our sample Profiles to get started, and then describe the best aspects of your unique organization– see RFF website sections of current and past Executive Searches
4. Determining which candidates to interview requires a fair and logical process. Review the resumes and develop a grading process or checklist to identify top candidates – see blog on Reviewing Resumes
5. Interviews of candidates should follow a structured format. Options include one-on-one, meet-and-greet, panel interviews, writing assignments, etc. Encourage interviewers to take notes, to ensure fair assessments – see Tips for Interviewing blog