Determine the appropriate place to post the ad
After writing the job description, ensuring it is not only appealing to potential candidates, but also clear in terms of what is expected for the specific opening, the employer should take time to research which job search engines suit the industry and the position that is available. For instance, consider the benefits and disadvantages if the ad were posted on Craigslist versus Career Builder, or InDeed versus a local job search site, etc.
Employers should not underestimate trade publications, either—particularly when attempting to fill a larger/key position (e.g. a new general contractor for the construction division or a service engineer for the maintenance department). When looking to fill a position that requires specific skills and experience, perhaps a potential candidate may consider relocation.
Finally, it is becoming increasingly common for people to use social media (e.g. LinkedIn) to search for employment and/or be recruited for jobs. A pool and hot tub business should use all of the social media platforms available to let followers know there is an opening available—especially since these people have already expressed an interest in the company. This also allows people to share and tag people they think would be a good fit for the position.
Referrals, recommendations, and endorsements
Referred employees have a 45 per cent retention rate after two years, which is significantly lower than someone who may have been recruited from the other previously mentioned sources. This is because the new employee is working with others they already know and he/she has a better idea ahead of being hired if the position is the right fit.
Further, the person who initially makes the recommendation has prior knowledge of the candidate’s traits and characteristics and, possibly, what his/her work ethic is like. Having a referral program in place to reward employees when they aid in finding the right person for the job can become a valuable catalyst in the success of the business.
That said, it is important not to veer away from the entire hiring process discussed earlier just because a staff member said, “I have a friend that can do this job.” This author has made this hiring mistake in the past and it makes for an awkward situation when the person is not, in fact, suitable for the job. However, this can be avoided by completing the appropriate hiring process, as it helps to ensure the candidate will be successful in the role he/she is being hired to fill.
Do not jump the gun
After the position has been posted, an employer will likely receive a number of great resumes and will be eager to start the interview process to fill the position. Not so quick, however, an employer should be prepared before picking up the phone to make the first call. This helps to ensure the conversation is detailed, clear, and concise. Consistency is also important. Every interview (whether conducted over the phone, in person, or by panel) should follow the same format.
While it may seem like a hassle, this author strongly suggests using a template or a script for each candidate throughout the entire interview process. This gives the interviewer a guide to follow and a place to take notes as well. It also ensures everyone in the company is conducting interviews in a similar manner. The mission of the company and its culture should be uniform no matter who is conducting the interview. Therefore, create a set of core questions that are specific to the business to ask every candidate. When coming up with these questions, consider something a little deeper and unique than “Why should we hire you?”
