11 Common mistakes in your recruiting practices

11 Common mistakes in your recruiting practices

  1. Description is too short or BORING– if it sounds corporate or not interesting most people will not apply
  2. Not tracking and evaluating your results (such as measuring your cost per application /candidate by paid advertising source)
  3. Posting your jobs with the same ad at the same sites as you did last year (without researching the “competition” and updating the title/ description to be found and stand out)
  4. Using national job posting sites when a local site might provide fewer better applicants
  5. Sending applications to a specific person’s email (less professional and easy to get lost or have a slow response)
  6. Providing limited or no information about your company (except “good pay and benefits”)
  7. Including qualifications that are nice to have but not essential (degrees, certifications, specific/ industry experience, provide their own tools, work Saturdays)
  8. Sending applicants to an initial application method that takes more than 3 minutes and is easy to do on a phone (on paper, too long, multiple clicks to start the application, confusing or just plain ugly)
  9. Not responding immediately with an email confirmation that includes more details about the job and company
  10.  Being satisfied with less than 10 applicants worth a call when you post a job
  11.  Treating recruiting like an event and running an “ad” when someone quits, rather than running continual advertisements in your proven sites year-round to build a “virtual bench”

Ideally you should conduct a “user experience” audit at least every 6 months or when you have a key position to fill.

Click through all the pages and fill out the forms and see what works great, what is broken, what is frustrating, and think about the messages you are sending to prospective candidates.

With such a tight labor market, you can’t afford to alienate the good prospects.

If you need qualified People to maintain and grow your business in 2019– you need to believe that applicants are your “customer” too and market your job opportunites with as much effort as you do your customer sales process.

Ideally you should conduct a “user experience” audit at least every 6 months or when you have a key position to fill.

Click through all the pages and fill out the forms and see what works great, what is broken, what is frustrating, and think about the messages you are sending to prospective candidates. 

With such a tight labor market, you can’t afford to alienate the good prospects.

If you need qualified People to maintain and grow your business in 2019– you need to believe that applicants are your “customer” too and market your job opportunities with as much effort as you do your customer sales process.

Resources – Recruiting & Selection

In this module you will learn how to attract ideal candidates, what screening elements to use in your selection process and what tools you can use to learn more about your candidates to make your selection.

Videos

Training 7 – Recruiting & Selecting A Players

Bonus Pre-Selection Tools:

  1. Assessments and Reference Checking
  2. Applicant Processing

Documents

  • Ideal Candidate Profile
  • Interview Questions

Articles

To your People success,

-Diana Southall, People Coach and creator of the People Plan™

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If you are ready to create your own People Plan, learn more about our Toolkit resources.

Resources- Clarifying Expectations

Why Clear Job Expectations Are Important:

  • They get everyone on the same map!
  • Creates a roadmap for each employee to:
    • Clearly understand expectations and standards of performance.
    • Benchmark their own performance (with key results).
  • Tool for managers to select, train, manage
    • Identify causes of performance gaps.
    • Basis to discuss and improve poor performance.
    • Recognize and motivate exceptional work.
    • Determine training and development plans for employees.

Videos

Training 1 – 9 Steps to Build A Fabulous Team

Training 2 – Clarifying Job Expectations 

Documents

Articles

 

To your People success,

-Diana Southall, People Coach and creator of the People Plan™

————————————————————————————————-

If you are ready to create your own People Plan, learn more about our Toolkit resources.

 

Resources – Training & Development

This module focuses on how to create action plans and the steps to identify and groom people for advancement within the organization, helping you build a team of skilled and involved employees that do a great job.

Videos

Training 6 – Training and Development Action Plans

Documents

Articles

 

To your People success,

-Diana Southall, People Coach and creator of the People Plan™

————————————————————————————————-

If you are ready to create your own People Plan, learn more about our Toolkit resources.

Resources – Performance Discussions & Issues

This module focuses on how to prepare for and deliver performance feedback via one-on-one discussions and then ongoing corrections and compliments.

Video

Training 5 – Performance Discussions & Addressing Issues

In this video you will learn how to:

  • Start (continue) annual performance discussion process
  • Build a foundation for ongoing coaching conversations
  • Improve relationship and trust with employees
  • Address the performance or attitude issues you have been avoiding

Documents

Articles/Resources

 

To your People success,

-Diana Southall, People Coach and creator of the People Plan™

————————————————————————————————-

If you are ready to create your own People Plan, learn more about our Toolkit resources

Module 8 – Recruit & Select A Players

Action item

  • Training video 8A: Design your selection system
  • Complete Employer Brand checklist
  • Define and setup basic selection process; including setup assessment tools, steps, standard interview questions, candidate communication, recruiting sources
  • For each job title: job profile, job posting description, recruiting source, custom interview questions or steps, candidate scorecards
  • Training video 8B: Selection process to identify A Players

Your next steps

  1. Watch the video – also your team leaders and managers
    • 8A Design Your Selection System (Follow along with Handouts.)
  2. Finalize organization selection process and handbook (with your team)
    • template-Employer-Brand-Builder
    • selection process outline
    • candidate communication outlines and milestones
    • standard interview questions
    • recruiting sources finder
    • selection process action plan with assignments
  3. Finalize selection handbook for each position (with your team)
    • Job profile for selection
    • Job posting description
    • Specific recruiting source and posting instructions
    • Update phone screen questions with related KSA areas
    • Update interview questions with related “Competancy-Interview-Questions” 
  4. Watch the video
    •  8B Selection Process to Identify A Players (Follow along with Handouts.)
  5. Job search process- when position is available
    • Revise job profile
    • Update job posting content
    • Distribute job posting on recruiting sources
    • Check and update candidate communication and assign / automate (including skill tests, assessments, and background/ physical checks)
    • Assign and review criteria to screen applicants
    • Schedule time in calendar for phone screens and first interviews
    • Update interview questions and candidate scorecards
    • Train other interviewers and verify their role
    • Recruit and select until you have 2-3 A Player candidates
    • Prepare offer with initial training checklist

 

People Plan™ Toolkit Support Request

Contact us if you have any questions, concerns, or suggestions for improvement. My team reads every email and we are dedicated to your People Success! -Diana Southall