E Guide Recruitment E Guide

7/26/2019 E Guide Recruitment E Guide

http://slidepdf.com/reader/full/e-guide-recruitment-e-guide 1/9

RECRUITMENT

E-GUIDEHUMAN RESOURCES



RECRUITMENT E-GUIDE

There are the three parts

to the recruitment process.

03 PREPERATION

13 INTERVIEW

25 POST INTERVIEW

2 RECRUITMENT E-GUIDE - HUMAN RESOURCES



PRE-INTERVIEW

The key to a successful recruitment is being prepared.

You have a responsibility to your business, your team,

yourself, and the applicant to be prepared in order

to make well informed choices. There are a few

critical areas to prepare for and a few

philosophical considerations to discuss.




4

BUILDING A JOB DESCRIPTION

1. KNOW THE PROCESS.The recruitment process can be long and sometimes difcult. It

may take a few rounds of applications and interviewing to nd the

right candidate for this position. The process involves reection and

planning, lots of preparation, and follow-up.

2. KNOW WHAT YOU WANT.A. What position are you lling?

B. Evaluate your current team. Do you already have someone who

would t this role better?C. What does this position require in terms of personality and skills set

3. BUILD YOUR TOOLSA. Job description. Prepare a detailed job description like the ones

you can download on our site

B. Application: Are you asking what you really want to know? Is it an

effective tool?

P R E P E R A T I O

N

RECRUITMENT E-GUIDE - HUMAN RESOURCES

JOB DESCRIPTION CONTENTS

1. JOB TITLE/POSITION

2. EFFECTIVE DATE OR REVISION DATE

3. NAME AND TITLE OF DIRECT SUPERVISOR

4. JOB SUMMARY

· Salary/benets Structure

· Position Requirements

· Licensure/certication Requirements

· Educational Requirements

· Specic Duties and Responsibilities

· Personality Trait Requirements



5

P R E P E R A T I O

N

RECRUITMENT E-GUIDE - HUMAN RESOURCES

BUILDING A JOB DESCRIPTION - CONT.

4. KNOW WHERE TO LOOK.A. Look in the right place

B. Once you dene the skill set you are looking for and the

personality brainstorm where people with the skills might currently

work

C. Post on the appropriate job boards

D. Ask other professionals in your area

E. Placement agencies

F. Help wanted ads in trade journals

G. Ask Pharm/optical/lab reps

5. PRE-SCREEN APPLICATIONS/APPLICANTS.A. Screen initially over the telephone

B. Meet with your staff rst

6. PREPARE FOR THE INTERVIEWA. Be a good interviewer

i. Complete background checks

ii. Read resumes and applications

iii. Have a written agenda

iv. Prepare a list of questions i. What is important to them?

ii. Do you know what 5-10 questions you want to ask?

iii. Prepare for their questions.

iv. Be prepared to sell the position and the business

to the candidate.

APPLICATION CONTENT

· Basic Personal Information

· Type of employment they are seeking · Information about current employment

· Education and Skills

· Employment history

· References



THE INTERVIEW

The interview is an important part of the process.We would encourage the interview process to be a

multiple interview process though. A single interview is

rarely sufcient to provide an accurate representation of

the candidate. Phone interviews or multiple step in-person

interviews are suggested. Though this does take a little

more time hiring in haste can create many other problems.

Good candidates will like the thoroughness while mediocre

candidates will not and may drop out even before you get

any further in the process

6 RECRUITMENT E-GUIDE - HUMAN RESOURCE



THE INTERVIEW

Here is a sample agenda for an interview· Review job description

· Review potential working hours

· Review dress code

· Provide summary of benets

· Discuss any background check issue

· Ask pertinent questions. (See the 10 important questionsbelow) Please note this list is by no means all-inclusive.

· Ask the candidate if they have questions

· Summarize action items that you will follow up on

· Make sure to leave contact information· Thank the interviewee for their time

T H E I N

T E R V I E

W


TOP 10 QUESTIONS

i. What are your career goals

ii. What strengths did you bring to your last

job that made you effective

iii. Which of your job skills need improvement

iv. Which of your job skills need improvement

(and how would you accomplish this)

v. What do you consider the most important idea

that you contributed to your last job

vi. What was your greatest accomplishment in your last job

vii. What would you do if…….(role playing)

viii. What do you think distinguishes you from other

candidates for this job

ix. What salary, benets, working days and hoursare you anticipating?

x. Do they have any questions regarding the selection

procedure or the job itself?



POST INTERVIEWCHECKLIST

HERE ARE SOME QUICK STEPS

TO CONSIDER AFTER THE INTERVIEW:




P O S T I N T E R V I E W


POST-INTERVIEW CHECKLIST

1. Within 24 hours, read your notes and ll in any important details that

were said but not written down. Type up your notes so that they can

be shared with the team and archived

2. Formulate any important follow-up questions

3. Within 2-3 days, send a follow-up message to thank the interviewee

again and conrm that you have their correct contact information.

This is also a great time to ask any important follow-up questions

For greater information please check out our comprehensiverecruitment guide that is complete with

· Sample Job descriptions

· Sample Application

· Employment Ad examples

POST-INTERVIEW QUESTIONS

1. How did the candidate present themselves?

2. Were they well dresses and properly groomed

3. Were they on time?

4. Did they exhibit enthusiasm for the interview

5. Did they appear self-condent and makegood eye contact

6. Did they bring any reference material thatwas requested?

7. Did they ask pertinent questions about the positionand the practice?

8. Did they follow-up with an e-mail, thank you note

9. Did they support claims about themselveswith evidence

10. Were they prepared?

11. Did they research the company?

12. How did they handle the stress of the interview?

13. Did their answers match their application form orwere there inconsistencies?

14. What was your overall impression of the candidate?

· Interview Agenda/ Checklist

· Sample follow-up letters

Documents

E Guide Recruitment E Guide