Recruiting, Selection & On-Boarding As your business grows it is vital to recruit, select and on-board the right people. To accomplish this you must project needs, identify and connect quality candidates, select the best and get them started and on a path to success for your business.
The following process guidelines will make sure that you can effectively fill staffing needs in a cost effective and timely manner.
– Determine staffing requirements – Write effective job descriptions – Source the best candidates – Screen and interview candidates effectively – Select by criteria and extend an offer – Set up new hire orientation
Let’s explore what is needed in these areas…
Staffing Needs and Job Analysis As a small business owner, you typically determine staffing requirements by forecasting work or managerial estimates. To be effective, managers must have high quality information and a clear understanding of the direction the business is heading.
Staffing needs analysis should go hand-in-hand with your company’s budget process. All new positions must be properly budgeted for before any other step in the recruiting process occurs.
A complete job analysis should be completed for all new positions. A job analysis will identify a job’s functions and its importance within the organization. A good job analysis will include a list of qualifications, skills and abilities necessary for top performance and on-the-job knowledge. Job analysis is a useful tool for determining staffing needs, succession planning, writing job descriptions and determining salary grades.
Job Descriptions An appealing job description needs to be revealed in the right places to identify and connect with a qualified talent pool. Once you identify a staffing need and determine a new hire budget, your job description should be written. The job description will be used as a recruiting tool. It should clearly describe the essential duties of the position, detail the working conditions for the job, and define qualifications and core competencies of the potential candidate.
The job description will be kept as an internal record, so it should include specific details for the positions. It should identify the position’s Fair Labor Standard Act (FLSA) status, who a position reports to, the scheduled hours, the positions salary grade and hiring salary range, minimal qualifications, any required training needed for the position, and, once hired, the name of the employee in the position. Other information may be required depending on the regulatory requirements of your industry. Job descriptions should be filed separately from employee files.
A job posting will be used to forward to your network, post to on-line job boards and hand over to third party recruiting agencies, or to a qualified HR Consultant to help you navigate the process. Job postings need to be creative and include information a potential candidate would find important. The job posting should contain portions of the job description and also a paragraph describing the company’s mission and culture.
For more information on sourcing, resume screening, interview techniques, selection and on-boarding process stay tuned for future blogs. Do you have questions or need help navigating this process?