This powerpoint presentation was provided during a meeting of the Ohio River Valley WIFS (Women in Financial Services). Most of the discussion was about retaining talent since most organizations are concerned about losing their great employees. But before you can retain good talent you must recruit … [Read more...]
Tips for Recruitment
Recruiting with Randi Frank
Tips on recruiting for executives and entry-level positions. … [Read more...]
Recruiting with Randi Frank
How to stand out with your recruiting efforts!!!! Randi Frank of Randi Frank Consulting LLC speaks about how you can stand out with your recruiting efforts from focusing on the correct places to advertise, and developing a profile that highlights your specific agency and the position and what … [Read more...]
Recruitment Tip 10. Second Interviews & Reference Checks
Conduct first and second interviews as necessary. Conduct reference checks on top candidates as required. Sometimes one interview is all that is needed because all involved agree on the top candidate. In other situations, a second interview is needed to determine the best of the best candidates … [Read more...]
Recruitment Tip 9. Develop interview process for top candidates.
The interview process can take many formats, depending upon the organization. Panel interviews can be arranged for candidates to meet various members of the management team at one time so they can work together to select the top candidate. Some panels are also made up of experts in the … [Read more...]
Recruitment Tip 8. Possibly develop a written evaluation form for top candidates to complete to proceed in process. This tool can be used to limit the top number of candidates to be interviewed.
In this economy, there is a chance that you will have more than 20 top candidates, yet you do not want to interview that many. Using written evaluations or other tests can reduce the number of top candidates called for interviews. For example, police officers have to pass a physical test … [Read more...]
Recruitment Tip 7. Receive, review and evaluate candidates’ materials. Develop rating system to determine the highest quality of candidate.
Once you start receiving resumes for position, create a list with candidates’ first and last names and email addresses (or postal address if no email is provided). This way you can keep track of the number of candidates and send them a thank you email or note. Once you start reviewing the … [Read more...]
Recruitment Tip 6. Develop list of target candidates and professional organizations to tap for qualified candidates. Email, contact or mail literature to target candidates.
Once you have your profile and advertisement prepared, you are ready to send out the word about your position. In addition to the advertisement, you need to contact professionals in the field and let them know you have a vacant position that is a great opportunity. Ask colleagues to … [Read more...]
Recruitment Tip 5. Decide on types and amount of advertising to be used.
This is always a difficult decision because you want to get the word out to as many candidates as possible but you don’t want to over expend your budget. I recommend you look at targeting the correct candidates by focusing on publications and web sites that relate to the position. For … [Read more...]
Recruitment Tip 4. Develop timetable for recruitment.
To develop the timetable for the recruitment, you need to know when you want to fill the position and work backwards. Set the date for the new employee to start, and then anticipate the time needed for each step so you know when to start the recruitment. Unfortunately, you do not … [Read more...]
Recruitment Tip 3. Profile includes: description of agency, description/financial information of organization, description of department, job description, job qualifications, challenges facing position, mission statement, positive programs or accomplishments.
The job profile should sell the position and your company or agency through pictures and detailed information to attract professional candidates. Once a profile is developed, it can be used again and again, with slight changes for different types of positions. The profile will let … [Read more...]
Recruitment Tip 2. Develop profile of position to mail and email to potential candidates.
Question: Why do you need a profile for the position? Answer: To make your position stand out among all the other advertisements. A profile tells candidates that you have really thought about the position and the type of candidates you want for your organization. The profile can be put … [Read more...]
Recruitment Tip 1. Review all materials on position; develop or revise job description to meet the real need.
The best time to review a position is when you have a vacancy. If there is an existing job description, make sure it is accurate for the position today and the needs of the organization. This is a perfect time to decide if the position is still the right fit for the organization or whether it is … [Read more...]
