Dave Baker, HCAdvisors.net Human Capital Advisors
Human Resource Consulting

The HR Coach Newsletter
The Power of People…Realized

Screening And Interviewing – Part 1
[Posted December 2011]


Recruitment is sales mixed with PR. Your goal in advertising a career posting is to highlight what your company has to offer, brand it to match your corporate culture, and attract the right people into the right positions at the right times.

Getting recruitment correct is difficult. Groundwork is required: 1. Ask your long-term employees: Would you recommend that your best friend work here? Why or why not? 2. Have a brainstorming session and define what sets your company apart from others in your industry. 3. Don’t say, "We need a marketing person," pull out your ad from five years ago, dust it off and re-run it. Odds are that more than a few things have changed since then. Work with the department manager to develop a job description as if you were preparing a performance appraisal for an incumbent. 4. With your management team, meld your findings together and summarize them into two or three sentences. This is your ad lead in for enticing applicants.

Success Portraits uses a multi-layered approach to developing both an ad and the job description:

  • What knowledge, skills and abilities (KSAs) are necessary to do the job? Be specific.
  • What integral traits are required to succeed? You may want someone detail-minded in your finance department, but need a big-picture person in charge of plant operations.
  • Are special credentials or degrees needed? Does this job have to have a degreed engineer or not?
  • Are you looking for conflicting skill sets? Do you need someone to do lightning fast data entry and also be highly gregarious and geared toward customer service? That might exist in the same person; however, odds are you’re looking for two different personality types.

Write that ad!
With your due diligence completed, you’re ready to write the ad. What’s the title—does it match the work? What are the three most important things this person will do? The responsibilities that must be met every day for the person to succeed. What does this position contribute to accomplish company goals? Add this to the job description you created and you’re good to advertise.

Recruiting beyond the Job Boards
Your web site, networking groups, your vendors (without stealing their staff!), trade publications, vocational schools, colleges, employment agencies, new hires, and outplacement companies.

Your web site should always be active. While you shouldn’t advertise for jobs that aren’t currently being filled, you can post, "Accepting resumés. Here are several jobs that we frequently fill..." and list your most popular positions. You’ll entice people to apply in case that opening comes up tomorrow.

Networking groups. What a great source! Give all your employees business cards, encourage them to participate in appropriate networking venues, get them talking about what it’s like to work for XYZ. Make people want you. Now. Tomorrow. And next year when the competition for the best employees gets fierce once again.

Your vendors. They know your company. Do they have friends or former colleagues who might be a perfect fit? Ask them! Trade publications. If you’re in a niche industry, you should advertise in related publications. Vocational schools and colleges. Get out there, meet with folks about to graduate. What can you do for each other?

Think outside the job-board box and you’ll find a whole new world of recruiting for your company.


Author: Rose M Griffith, is an HR consultant with Human Capital Advisors and a freelance writer (www.GrifWorksWrite.com).

i i i
Join Our Email List
i i i

News Articles