Recruitment BasicsWhat to do, before you do

Thomas Zadro

1. Clarify Function

“I need a horse!“

“To do what?“

2. Know how the Environment looks like

To understand the environment will help to agree on the profile and to understand the needs.

3. Check current Employee‘s Profile

This helps to create a realistic expectations on real

people, so that hiring manager and recruiter can

recognize areas for compromises and given must

haves.

4. Agree and challenge Basic Requirements

Any candidate not fulfilling the minimum standards will be

undiscussed taken out of the process (“So if he has 11 instead of 12

months of experience, we would not like to see him? Why?”)

5. Recruiters need to manage the Pressure

A horse, a horse my kingdom for a

horse!!!

That really was the plan?

The urgency of a request won’t make a lack of preparation more acceptable - neither for the candidate nor for the company.

“One of the great disadvantages of hurry is that it takes such a long time.”― G.K. Chesterton, All Things Considered

6. Schedule the Process

Manage expectations and avoid surprises.

Agree on regular updates although there might be nothing

to dated up on.

It is easier to cancel an agreed time slot for interviews on

a short notice than to get interview resources once a

candidate is available.

7. Accept Functions

• Your company pays hiring managers for taking care for their department’s

output – they know what they need to deliver and need recruitment

expertise to decide on the profiles urged to grant this output

• Your company pays recruiters for hiring best job fitting persons – they

know how the employment market looks like, how to assess a candidate,

and they need hiring managers’ expertise to understand the tasks they hire

for.

• Your company neither pays recruiters for ignoring requestors’

insides, nor hiring managers for being the better recruiter

Agreement means that both agree…

…and none is in charge for the other.

Looking for more Input on Recruitment?

Visit my bloghttp://goo.gl/0BUITY