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    Recruiting the Best Talent
    Recruiting the Best Talent
    Recruiting the Best Talent
    Ebook150 pages1 hour

    Recruiting the Best Talent

    By Pat Brill

    ()

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    About this ebook

    Recruiting the right talent isn’t easy.

    You could potentially end up with an unmotivated, mixed-skills team and not get the right group of people that support the success of your business. It’s about doing your work upfront before you even start the hiring process:

    •How does this position fit within the organization?
    •Who owns the recruiting process?
    •Do you use internal or external recruiters?
    •What about that job description...does it provide clear requirements so that you can match the right person to your needs?
    •Create recruiting strategies
    •How to do behavior-based interviewing
    •Talk less, listen more
    •Legal considerations when recruiting

    This guide will help step you through the recruiting process, providing you with the tools to find the right talent.

    Don’t leave team building, the central key to your businesses success, up to chance. Create a plan to guide you in securing the best talent for your business.

    LanguageEnglish
    PublisherPat Brill
    Release dateMay 3, 2018
    ISBN9781732219519
    Recruiting the Best Talent
    Author

    Pat Brill

    Pat Brill has over 20 years of experience working with managers which has given her a unique perspective on what works for a manager’s success. Combining her management, leadership and coaching experience, Pat has broken down the key success strategies she’s collected into a new series of up-to-the-minute guides for the professional manager. She believes that a successful business and productive team requires flexible, nimble and practical, not theoretical, interpersonal management strategies. While there has been a lot of information available to team leaders and managers on business systems, what Pat finds is that managers often feel unsupported and unskilled in the “human quotient” elements—communication, connection and other invaluable skills necessary for building a productive and proactive professional relationship. Nowhere are these interpersonal elements more important than between a manager and his or her team! In this new series of “virtual coaching” guides Pat takes the successful methods she’s employed in her one-on-one coaching and consulting work and puts it in the palm of your hand! Here you will find the re-energizing and refocusing strategies you need whether you are leading a startup, an established corporate team, or anything in between.

    Read more from Pat Brill

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      Book preview

      Recruiting the Best Talent - Pat Brill

      RECRUITING THE BEST TALENTS

      Pat Brill

      Copyright @ Pat Brill 2016 - All rights reserved

      Smashwords Edition

      Copyright

      © Pat Brill 2016 - All rights reserved.

      No part of this publication may be reproduced, distributed, or transmitted in any form or by any means, including photocopying, recording, or other electronic or mechanical methods, without the prior written permission of the author.  Except in the case of brief quotations embodied in critical reviews and certain other noncommercial uses permitted by copyright law. For permission requests, email the author (pat@managingemployees.net).

      Table of Contents

      Disclaimer

      Introduction

      Before You Start

      Talent Sourcing

      Company's Vision

      Purpose of the Vision Statement

      Values

      Culture

      Recruitment Vision

      Assessing Position within Organization

      Office vs. Virtual Hires

      Job Description

      Cost of New Hire

      Recruiting Time Frame

      New Employee Training & Development

      Break-Even

      When Fully Functioning – Learning Curve

      Costs Associated with New Hires

      Recruiter Fees

      Manager & Other Interviewers

      Ownership of the Recruiting Process

      Manager

      Internal and External Recruiters

      Candidate Sourcing

      Initial Interview Process

      Person

      Phone

      External Recruiters

      What Do You Need From a Recruiter

      Basic Functions of a Recruiter:

      What Else Can You Expect From Your Recruiter?

      What Do You Need To Do?

      Out of Box Thinking (Creative Solutions)

      Company Website

      Constant Recruiting

      Disabilities

      Email Signature

      Employee Referrals

      Events

      Job Boards

      Minority Organizations

      Past Employees

      Schools

      Social Media

      Tech Meetups

      Women's Organizations

      Resume Review

      Interview Tools

      What is Your Recruiting Format?

      Job Description

      Basic Job Description Format

      Summary of Position

      Essential Functions

      Employment Application

      Interviewing Process

      First Interview Agenda

      Ask the Right Questions

      Behavior-Based Interviewing

      Situational and Problem-Solving Interview

      Nondirective Interviewing

      Read Between the Lines

      Talk Less, Listen More

      Get Past First Impressions

      Evaluation of candidates

      Legal Considerations When Interviewing

      What Can't You Ask

      What Can You Ask

      Pre-Employment Tests

      Background Checking

      Compensation

      Understand the Market

      Philosophy

      Bonus/Incentive Plans

      Commission Plan

      Bonus/Incentive Plan

      Management Incentives

      Compensation Discussion – Interview

      Benefits

      Employee Referral Programs

      Paybacks of a Referral Program

      Create an Employee Referral Process

      Rewards

      Marketing the Program

      Ongoing Support of the Program

      Potential Problems with the Program

      Overall Benefits of the Program

      Turnover

      People Leaving?

      Why

      When

      Recruiting for Startups

      Alternatives to Recruiting Full-Time Employees

      Reference Checking

      Preparing for Reference Calls

      Reference Review

      Applicant Acknowledgement Letters

      Making the Job Offer

      New Hire Onboarding

      New Hire Documents

      First Day Procedures

      Final Assessment

      About the Author

      Coming Soon in the Series

      Disclaimer

      I believe this guide, Managing Employees:  Recruiting the Best Talent assists you in increasing the effectiveness of your recruiting efforts. This book is not a comprehensive guide to recruiting the best talent for your company. The book highlights tools to use to find the best people.

      It is important to be aware of the federal and specific state employment laws when recruiting. For advice geared to your specific situation, consult an expert. No book or other published material is a substitute for personalized advice from a knowledgeable expert.

      As recruiting is completed by different members of a hiring team, each interviewer will interact with candidates differently, which means the tools offered in this book will be a guide in the process. The author does not make any guarantees that you will find and hire the best talent for your company.

      Introduction

      Recruiting the right talent is critical to the success of the company, and the goal is to attract not only enough candidates to apply to the open position, but ones who bring the right skills. If you select the wrong person and they don't have the necessary skills or attributes, the business could potentially suffer.

      Every person you bring into your company has to fit well within the culture of the company and have value for the company's success. Given the critical nature of hiring, having the right tools will help you succeed in this function.

      If you hire in haste, the odds are against you finding the right talent, so take your time to plan your recruiting efforts.

      This book will help you avoid the problems that occur in recruiting and provide guidance in selecting the right talent for your open position.  Identifying, recruiting, and hiring the right talent is important to ensure a high level of performance from your team. This helps build your career as well as the success of the company.

      There are costs to hiring an employee, and a bad hire only doubles those costs.

      Before You Start

      To effectively recruit, it's helpful to step back and analyze who you are as a recruiter or hiring manager. Taking the time to understand what you bring to the recruiting process can be productive or counterproductive in finding the best talent. Think about your past recruiting style.

      What did you do to get ready for the recruiting process?

      How did you source for candidates?

      How did you select the candidates to interview?

      Review how much time you spoke vs. the time the candidate spoke in the interview.

      What questions did you have ready for the candidates?

      Did you initially help the candidate feel comfortable, or are you the challenging type of interviewer?  The challenging style of interviewing is effective when you want to find out how a candidate handles stress, especially when working with customers.  

      Did your take notes during the interview or did you hope you would remember what they said?

      Were you immediately impressed and stopped asking for more details around their performance?   Even if the candidate seems to have all of the right qualifications, complete your list of questions and continue to

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