Read e-book online 101 Strategies for Recruiting Success: Where, When, And How PDF
By Christopher W. Pritchard
A severe think about your organization's luck is your skill to hire-and keep-good humans. yet that allows you to take on the hardest recruiting assignments and maintain your organization operating easily with nice hires who're there for the lengthy haul, you want to infuse either logic and company road smarts into your strategy. a hundred and one thoughts for Recruiting good fortune bargains useful suggestions of the exchange from a recruiting expert with greater than twenty years of expertise. The publication supplies fast, robust thoughts for revitalizing your concepts, and offers sage suggestion in bite-sized chunks, designed for fast implementation. you will research: * confirmed how you can reel in nice expertise, together with how one can make your common recruiting operations proactive instead of reactive * 25 how you can locate the folk your organization wishes * clever and effective equipment for undertaking interviews and comparing applicants * particular suggestion on how you can recruit for range * potent retention strategies reminiscent of mentoring, functionality appraisal, and anti-raiding suggestions that start even prior to the candidate is employed furthermore, this useful consultant contains a worthy ""Recruiting Excellence Workbook,"" a 35-day plan of easy workouts and particular to-dos for assessing and enhancing your staffing projects.
Read Online or Download 101 Strategies for Recruiting Success: Where, When, And How to Find the Right People Every Time PDF
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A serious think about your organization's luck is your skill to hire-and keep-good humans. yet as a way to take on the hardest recruiting assignments and maintain your organization operating easily with nice hires who're there for the lengthy haul, you want to infuse either logic and company highway smarts into your strategy.
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Extra resources for 101 Strategies for Recruiting Success: Where, When, And How to Find the Right People Every Time
How does the Employee Referral Program receive notification? • Who decides if/when to run an advertisement? • What are the authorized spending limits? • Who decides if/when to engage outside recruiters? Candidate Screening and Introduction • How are candidates screened? • Who is responsible for initial screening? • How are viable candidates introduced to the hiring manager? 26 ▲ 101 STRATEGIES FOR RECRUITING SUCCESS ................. 16026$ $CH1 08-15-06 14:06:55 PS PAGE 26 • When candidates fail initial screening, who is responsible for rejection letters?
Recruiters can become bogged down with administrative tasks such as HRIS data entry. Although it is important to track data, I strongly advise that you analyze the amount of time your recruiters spend keypunching. Look for ways to work with your information technology (IT) department to simplify data-capture processes. You should also make every effort to simplify the type and amount of data that you enter. For example, a yes/no box would suffice for educational data. You might even assume ‘‘no’’ whenever ‘‘yes’’ has not been checked, as on the sample candidate list in Figure 1-1.
34 ▲ 101 STRATEGIES FOR RECRUITING SUCCESS ................. 16026$ $CH1 08-15-06 14:06:58 PS PAGE 34 ▲ Strategy 13: Regular Meetings and Reports I am a rather zealous proponent of an open-door policy and frequent (albeit brief) meetings to maintain strong lines of communication. I believe in closely monitoring the progress (or lack thereof) being made on every open requisition by asking the following questions: • How many new candidates have been introduced this week? • Where have we found these candidates?
101 Strategies for Recruiting Success: Where, When, And How to Find the Right People Every Time by Christopher W. Pritchard