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Recruiting

Have you ever heard the phrase "people are our most valuable resource?" Does your organization pride itself on having a high performing and professional management team?

If the answer to these questions is yes, then your Company’s culture probably has a basic philosophy and sense that the achievement of its goals is directly correlated with the recruitment and development of loyal, efficient, and productive employees.

Your investment in people will provide a sound asset in human capital if you insure that those hired in fact are successful. Consequently, the goal of all recruitment processes is to predict future job performance by making decisions that are job relevant and objective.

• Clearly defined characteristics of the open positions.
• Clear understanding of personal traits and characteristics of potential incumbents.
• Predictability of selection decisions and Equal Employment compliance.
• Interviewing systems with a patterned format in which questioning areas are structured around focal content areas.

• Ability to make a clear assessment and selection decision following interview.
• High percentage of offers/accepts to candidates interviewed.
• Every selection seen as an upgrade to the management skill set.
• Enhancement of company reputation.

• Ratio of candidate interviews to accepts
• Ratio of candidate offers to accepts
• Retention statistics

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• Minority/Female ratio of hires
• Feedback mechanisms from candidates
• Internal management bench strength
• E.E.O.C. litigation

• Is the position to be filled an existing or new position?
• Is there a current position description for the open position?
• Is there particular skill set required not defined in the job description?
• Has a pre-approved requisition been completed with targeted hiring salary range?
• Who will conduct the initial interviews?
• Has a technical interviewer been identified?
• Will career fairs be part of the recruitment process?
• For college recruitment, has placement, faculty, and facilities been visited?
• Do you have a site selection interview process in place i.e. recruiter, technical, immediate supervisor, peer, next level supervisor, discretionary?

• Will you use an open or closed schedule for college recruiting?
• What Internet source and format will be used?
• Have travel arrangements for follow-up interviews been coordinated?
• How will candidate expenses be managed?
• Have those who will conduct interviews been trained and are they aware of what constitutes lawful and unlawful questions?
• What assessment methodology will be utilized for applicants and who will administer?
• Have "success profiles" been developed for each position for use by interviewer?
• Have questions from the applicant been anticipated and desirable responses developed for use by interviewers?
• Will a consensus meeting be utilized for assessment and evaluation of candidates, and have guidelines for participants been developed?

• Staffing plan review with appropriate Line Managers
• Review/update position descriptions with Hiring Manager
• Complete sourcing matrix for planned hires
• Define positions to be filled via search, retained or contingency, negotiated fees
• Finalize hiring range and perks associated with each offer
• Determine methodology for newspaper advertisement i.e. internal/service

•  Determine Internet utilization and processing of resumes
• Develop methodology for review and assessment of resumes from advertisement
• Prepare offer packet materials such as I-9, drug screen release form, non-compete non-disclosure agreements, application, copy of handbook, etc.
• Feedback mechanism to applicants and recruiters
• Standardized offer/reject letter format
• Determine utilization of assessment instruments

The key to selection is an ability to source, select, and retain the right people with the right skills at the right time for the right position. W.I.N.G.S. program offerings have been designed with you, the Human Resources Professional in mind. If you are faced with developing a college recruiting program, unskilled line managers whom you feel should be involved in the interview process, difficulty in closing on offers, your search firm can't seem to deliver but consumes a great deal of your time, or you can't seem to retain the really good hires, W.I.N.G.S. can provide either on-site consulting or program content to resolve your recruiting needs.

For more information, select one of the programs to the left under "Recruiting Programs" to review specific content or contact us directly.