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Recruitment and Selection Video Transcript

Speakers: Bob Enderle, Anne Caldwell, Stewart Segall

Narrator Introduction

Narrator: Applying the best recruitment and selection strategies is vital to the success of a manager and to the overall organization. Let’s take a look at the recruitment and selection process, from start to finish, to see just how it works.

Step1: Analyze the overall business strategy of your organization:

Stewart: The first thing you have to do is to understand what the organization is trying to accomplish so you have to know what the organization's overall strategy is.

Bob: Business strategy influences recruitment and selection by setting the tone of what you’re wanting to do, so if I look at a business strategy, it’s going to determine where I am going to go in terms of the marketplace as well as the competencies that I need to have the right people in the right place at the right time. So that business strategy, to me, is the strategy that impacts everything else that you’re going to do.

Anne: If you have that knowledge and you've clarified for yourself these aspects of your business strategy before you start recruiting, you're in a much better place to determine which candidates are going to be best for your organization.

Step 2: Identify the position requirements and the kind of candidate you need

Bob: You have to determine what it is that you’re trying or whom it is that you’re trying to recruit, whom you are trying to attract to the organization.

Anne: With a larger company that has an HR department, HR would be responsible for crafting the recruitment ad with the hiring manager so that both the HR aspect is looked at, as well as the technical aspect.

Stewart: The KSAs, the knowledge, skills, and abilities, this is critical for making sure that you are matching the needs of the organization with the needs of the candidates as they come through the door. Do they have the knowledge necessary to get the job done? Do they have the skills and the abilities to make sure that they can take what they know and apply it in your environment?

Step 3: Determine who needs to be involved in recruiting and selecting candidates

Bob: There are several parties that need to be involved in recruitment and selection. One of those, and the most important one, would be the hiring manager because the hiring manager has to define the roles and responsibilities of the position, the skills that are required for the position, and most importantly, establish a relationship with that new employee when they come on board. So it's very clear to have those expectations.

Anne: HR can certainly vet for a variety of other aspects that are desirable characteristics for a candidate, but that hiring manager is going to be the one who's going to be able to determine if that candidate actually has the specific expertise that's required to be successful in the position.

Step 4: Consider your budget

Bob: What's the budget that I have available to conduct that recruitment strategy?

Anne: Are you looking to meet the market and pay the same level of wages that are paid out in the market? Are you looking to beat the market and pay more? Or perhaps you’re in a position where you have to cheat the market, in which case you would pay less than the prevailing marketing wage.

Step 5: Develop a diverse pool of candidates

Bob: Do I have a need to engage in some type of diversity recruitment to ensure that I have the diversity of thought in the organization to support the business strategy.

Bob: diversity goes beyond gender and people of color to diversity of skills.

Anne: I think when you're open to developing a diverse culture for your organization, your outreach should be as broad as possible, but ultimately, you're looking for the qualities and the qualifications, and with the amount of people who are available in the workplace today, it's fairly easy to obtain that diverse composition in the workplace.

Step 6: Determine how and where to market the job

Bob: When I look at what my recruitment and selection process is going to be to align with the business strategy, I'm going to look at a number of factors. One is where is the available labor force that I need to recruit from?

Stewart: I think you have to be flexible in order to make sure that you can get the people into the candidate pool so there are varying techniques. You've got to take a look at what works in your area, what works in your market, what works in your industry.

Stewart: Well, our strategy was to use all available resources. And what that means is that there are a lot of organizations and agencies in the marketplace who are there to help their members gain employment.

Anne: Build your networks. Grow your relationships. Talk to everybody you can.

Step 7: Leverage social media

Bob: So the most effective recruitment and selection techniques, to me, come down to one, and that's networking. We know today it's networking, networking, networking. It's just done in a different way using social media in many cases.

Stewart: Looking at things like LinkedIn, FaceBook, Twitter, all these social media sites are now being used to create relationships with candidates to share job openings with the candidates.

Bob: If you aren't using new technologies, that probably is going to reflect on the organization and the nature of the people that you're going to get applying to the position.

Anne: Certainly, the use of social media to do outreach for positions is critical.

Stewart: So I think most of the proactive recruitment departments now are going into the social media process and are using the various sites available to make sure that people know they're looking for qualified candidates.

Step 8: Determine your interview methods

Stewart: I’ve always used behavioral interviewing. I find that to be the most effective process because there’s a lot of people who have gone through training to tell them how to get through an interview. But the behavioral interviewing process gets through all of that process and you can get down to the nitty-gritty.

Anne: If you have managers who are fairly unseasoned, then it’s important to have a more structured interview where you ask exactly the same questions to every candidate. This way at the end of the day you can compare apples to apples.

Bob: The factors that I would consider in developing interview questions would be company culture, values, the personal values of the organization in alignment with that of the person, and then the skills that the individual brings to the position.

Bob: So the idea here is getting into the values of the individual, of making sure there’s alignment between the values of the organization and their own personal values.

Anne: I will tell candidates be candid about your interest and your experience. Just because you may not have had experience with something doesn't mean it's a deal breaker. So, please, share candidly so that I can share candidly, and we can figure out mutually if it's a good fit.

Step 9: Narrow down and select candidates

Bob: When considering narrowing down the field of candidates, I would look at a couple of factors: the individual's passion and interest in the position, and secondly, the feedback from the interview teams on their relative rating of the candidate's skills and values to match the culture of the organization.

Anne: Well, it's important to identify which of the skills that you're recruiting for are non-negotiables. Those are the things that you absolutely need in order for this person to be successful.

Stewart: We want to make sure that we are hiring people who are really interested in coming to work every day, being a positive contributor, and making sure that we are successful as a department and as the company.

Bob: Do they have a passion about what the company does, and do they have the right skills that are necessary to perform the job, and have they demonstrated those skills in the past so that we think they'll be successful in the future.

Stewart: Everybody has to be excited about the opportunity because, again, we tell people that while the company is interviewing candidates, the candidate is interviewing the company as well.

Narrator: People are at the heart of any organization. Recruiting and selecting the right people for the right positions at the right time is essential for success. Now you’ve seen the steps in an effective recruitment and selection process. The question for you to answer is: How can you best apply these principles in your organization?

[End of Audio]

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