Introduction:
“How do HR Managers recruit and hire for vacancies on their team?” That’s the question one job seeker asked me.
This question is very timely because, as the Asst. Director of Human Resources at my current job, I will soon be recruiting for a vacancy on my team.
As a Human Resources professional, I can share with you that I follow a nine-step plan to recruiting and hiring success. This is the same plan that my team and I recommend to the hiring managers whom we support when they have to recruit for a vacancy on their team. The nine steps are detailed below.
Recruitment Plan Steps:
Step 1
My process begins with step 1 when I consider our current state as I review the vacancy announcement that we used to hire the last incumbent into the position. I review how increased automation and process improvements impact how the job gets done. Then, I update the duty statements to accurately reflect how the position has evolved over time. I also determine if any new knowledge, skills, and abilities are required for increased likelihood of on-the-job success.
Step 2
In step 2, I utilize our organization’s position management and salary administration plan to analyze the outcome of the updates that I make. I then determine if the assigned job classification and/or assigned paygrade should change. If so, I submit it to my manager and other decision makers for approval.
Step 3
Once I’ve received all approvals to move forward, I embark on step 3. This is when hiring managers get excited, because we get to the “meat and potatoes” of the recruitment and selection process. Here is when we determine when, where, and how long the vacancy will be posted. Posting it on the organization’s careers site is a given; however, I may also decide to post it on other sites. These sites may include those operated by with professional associations related to the career field of the vacant position; diversity and inclusion groups; or sites that can potentially cast a wider net to reach more qualified applicants. I also determine if I want to post the announcement at the start of a new work week, by the Friday leading into the weekend, or immediately…regardless of the day of the week. My standard live posting is initially for two weeks.
Step 4
I implement step 4 while step 3 is in progress. This step involves a number of tasks: I develop my telephone screening questions to determine if the selected applicants possess the basic qualifications for the position; I identify and invite my interview committee members, usually stakeholder representatives from departments across the organization; and, I develop my structured interview questions for the second round of interviews. I also determine if round two will be in person or virtual. Now, with COVID-19, it is most likely to be virtual which requires a little planning.
Step 5
Step 5 is when I begin reviewing the qualifications of the applicant pool. I usually begin my review during week one of the live posting. Then, based on the quality of the applicant pool, by the middle of week two, I decide if I want to end the live posting after two weeks, as planned, or if I will extend it…and for how long.
Step 6
In step 6, I invite at least ten applicants for a telephone screening interview and narrow my pool the the top four or five candidates.
Step 7
Step 7 consists of my invitation to the top four or five candidates for round two interviews. From there, my committee and I select the top two candidates who will meet with my immediate superior and we make our final selection decision.
Step 8
I extend an offer to our top candidate in step 8 and lay out my onboarding plan for them. This includes deciding who they need to become acquainted with first, based on the nature of their job. I also decide what they need to learn from each person with whom they spend time. I then share my onboarding plan with each stakeholder who will meet with my new team member and take their recommendations for content into consideration.
Step 9
My new team member begins working with us and my colleagues and I actively onboard and orient them to their new organization and role.
Conclusion
Finally, my team is whole again and it’s an exciting time for all. We can look forward to a long, healthy, happy work relationship.
I hope that this information is helpful to you. Where ever you’re viewing this, please scroll down and leave me a comment. I’d love to hear from you.
As always, Career Search Success to You! Go Get Your New Job!
