We invite existing and prospective clients to
explore this section of our website. We have highlighted information that may help you
make the best possible "marriage" between your company and a potential employee.
We encourage you to comment on these articles and provide recommendations for new topics
that may optimize your recruiting results.
Maximizing your investment in a
recruiting firm - back
In working with a professional search consultant, it
is important to establish mutual goals to bring about the most positive results from the
search process. Listed below are several guidelines which may help maximize a hiring
company’s investment when employing the services of a recruiting firm.
Establish a confidential
rapport
Expect the search consultant to act as a direct
extension of you and your organization. Developing a confidential relationship in which
you can share candid information will enable the recruiter to conduct the search in the
most professional and productive manner.
Provide detailed position and
company information
Providing detailed information facilitates an
in-depth understanding of your company and the position, thus enabling the recruiter to
act as an effective public relations representative for your company.
Company Information:
- Current annual/quarterly reports
- Product or service brochures
- Trade or news articles about your company
- Introduction to key management personnel and
culture/environment
Position Information:
- Position description and candidate requirements
- Organizational charts
- Specific short and long range goals of the new
executive
- Promotion opportunities
- Management style profile of the immediate manager
Compensation and Benefits Information:
- Salary (minimum/maximum/ideal)
- Bonus information (incentives, stock, sign-on bonus)
- Relocation information
- Testing requirements
Maintain communication during
the search process
Equip the recruiter with as much information as
possible about your requirements or any changes in your specifications. If the recruiter
has referred candidates who do not entirely match your profile or chemistry, inform the
recruiter of the candidate’s specific strengths as well as limitations. This will
enable the recruiter to refine the search parameters and focus on those traits and skills
most crucial to the search.
Ask the recruiter’s
opinion
An experienced recruiter will have developed a good
sense for spotting potential weaknesses or inconsistencies regarding a candidate’s
background and personality. In many cases, the candidates are referred by source contacts
who may provide objective opinions about the candidates.
If you are working with an industry specialist, the
recruiter may be aware of the "good, bad, and the ugly" information about
specific candidates in your industry. Ask the recruiter for a personal evaluation of each
candidate. A good recruiter will respond with an objective appraisal of each candidate,
discussing both strengths and weaknesses openly.
After the search is over
Keep in touch with the recruiter as you may require
additional services in the future. The recruiter may be able to provide you with
up-to-date competitive salary ranges and benefit information. The recruiter may also be
aware of rising stars in your industry and alert you when they might become available.
Effective Job Descriptions - back
Why is a well defined job description
important?
A well defined job description is a key factor to filling an open position. Job
descriptions determine who is responsible for what with in a company. They define
relationships between supervisors, peers, subordinates, and different departments within
the company. It insures that the person who fills the job and hiring individuals clearly
understand what the job entails. A good description aids in improving communications,
overall efficiencies, and productivity within the company. They are helpful for:
- Candidates to help them understand how their skills
and experience will match the profile of the position.
- Recruiters to determine the most qualified candidates
who most closely match the company's position profile.
- Human Resources, staffing, HR Management, and
training personnel to provide a basis for evaluating, promoting, and terminating an
employee. They also determine a basis for compensation structures.
- Management to help them manage and coordinate the
different functions within the department or organization.
Common Mistakes
- Not enough time is allotted to prepare an adequate
job description.
- The title doesn't accurately define the function.
- The essential functions of the job and performance
criteria are poorly understood.
- It fails to describe realistic requirements.
- The description exaggerates or underplays the
importance of a certain job function and or requirements.
- The reporting relationships and accountabilities are
not clearly defined.
- Generic standardized functions are used in place of
specific functions.
- The job description is too long, too short, or
incomplete.
- The job description doesn't comply with legal
requirements.
- It describes requirements or functions not relevant
to the actual job.
An Effective Job Description
1. Title (Is it a true reflection of what the job entails?)
2. What is the overall purpose of this position? (Summarize)
3. What are the most important duties in order of priority? (Include
all relevant functions of the job.) How much time will be spent doing each function? (Indicate
percentages.)
4. What are the candidate requirements? (Are expectations for each
category realistic?)
a. How much education is necessary
for the position? (Indicate minimal and optimal)
b. How much experience is necessary for the position? (Indicate
minimal and optimal)
c. What are the personality traits necessary for the position? (Who
will perform best under these working conditions?)
d. How much traveling is involved? (What is the nature and extent of
travel? What % is overnight?)
e. What are the typical working hours? (Will they be 40 hour weeks or
60 hour weeks?)
5. What are the reporting
relationships of this position? (Provide a company organizational chart.)
6. What will be the compensation range? (Include minimum, maximum,
and ideal)
7. What is the target date/deadline to hire? (How soon do we need to
fill the position?)
