Are you prepared when recruiting key personnel into your organization?
What is your process?
Are you sourcing, identifying, and choosing the best candidates or simply choosing from the most available?
Should you be using a recruiting firm or are you sufficiently set up internally to handle this function effectively? If you use a recruiting firm, make sure you are using one that is ROI focused and delivers prospects that can provide a return on your investment.
Here are seven steps to consider before starting your recruiting process.
- Yes, you must have a Job Description.
- It’s important to know the title, duties, and responsibilities of the person to hire and where they fit into your organization chart. This is a given.
- An Extended Company Vision-Mission Statement.
- Have a clear vision of the company’s mission, including established goals and the required strategies and tactics of who’s doing what by when to achieve projected results.
- An accurately portrayed picture story of where you will be in 10 years adds value to your offering by proving growth opportunities and a security factor. Know clearly and communicate how this position contributes to your company’s success.
- Knowing where you are, where you are going, and having a plan on how to get there is a confidence builder in the minds of desirable candidates.
- Your Company’s Value Proposition.
- What differentiates your company? Why should someone consider you and why do current employees work for your company vs. pursuing other opportunity possibilities?
- Know the reasons your people work for you and your company and know what they are saying about working in the company.
- Knowledge of your Company’s current and desired Culture.
- What attributes are you seeking in a candidate that match your company’s culture?
- Are you wanting a person who fits your current culture or someone who is a culture creator to help establish best practices for the company’s future direction?
- Return on Investment (ROI).
- When considering an employee’s cost, know what the return expectations are for hiring them.
- Having team members involved in specific strategies and tactics that drive mission goals, they become profit centers for your organization. Employees either make or save money for your company’s operation.
- A key personnel attraction and retention feature is employees experiencing a sense of pride, knowing their contributions add value to the growing success of the organization.
- Promotional Opportunities – Are they lateral or are they expected to move up the corporate ladder? What are the performance expectations, the contribution requirements, and how far can they go?
- Established Agreements.
- When recruiting, discuss critical success factors and key performance indicators required to achieve the company’s objectives and goals.
- Your best prospects are those you can establish agreements with on your processes.
- As an added benefit, this helps eliminate on-the-job expectation surprises, the ….we didn’t discuss that, after they’ve been hired.
- Compensation Plan
- People not only want a cultural environment where they can learn, grow, and feel secure, they want to feel competitively compensated for their contributions.
- Make sure they know the What’s In It for Me. Communicate the career/promotional opportunities along with pay and incentive plans tied to performance results achieved when attracting the desired candidate.
For additional information on recruiting key personnel and/or other strategic questions, give me a call.
Jim Iden, CPC
713 927 3564
