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HR Daily Advisor Newsletter
 

Today's HR Daily Advisor Tip:

We Need a Recruit, STAT

Topic: Hiring & Recruiting

What if you need someone to fill a position immediately? The instinct is to rush and get whomever you can as fast as you can. But rushing the process can have damaging results.

Here’s what you must do before you jump into active recruiting:

  1. Learn federal and state laws and regulations. The hiring process is rife with lawsuit traps. If you don’t know the tricky antidiscrimination laws that apply to the hiring process, your most innocent comments—even if intended to put an applicant at ease—could form the basis for an expensive lawsuit. Particularly important are guidelines for what types of questions are appropriate and what types must be avoided, and protocols for recruiting people with disabilities.

  2. Study your organization’s rules and policies. If you act without reviewing company rules and policies, it’s easy to be inconsistent (which is always dangerous) or to overstep your bounds by making commitments that you can’t live up to (for example, by flying a person 2,000 miles for an interview, only to learn that relocation isn’t authorized).

Familiarize yourself with the following areas:

  • Job-posting and internal search requirements
  • Union agreements and rules
  • Application form and résumé management policies
  • Equal opportunity obligations and policies
  • Relocation policies
  • Salary, compensation, and benefits policies
  • Recruiting budget
  • Reference and background checks policy

Even the best tools need sharpening. Recruiting tools are the same way. Start on Tuesday, July 19, 2016, with a new interactive webinar—Hone Those Recruiting Skills! The Top 10 Actions That Will Make You an Exceptional Recruiter. Learn More


  1. Clarify your role. Each employer has its own way of running the recruiting process. Some are highly centralized, with the HR department doing most of the work. Others, especially in this era of leaner management, have decentralized recruiting, putting the burden on the shoulders of the hiring manager.

Ask these questions:

  • Whose budget pays recruiting costs?
  • Who contacts job boards, search firms, and employment agencies?
  • Who posts job availability?
  • Who does résumé screening, phone screening, and testing?
  • Who arranges for and conducts interviews?
  • Who extends formal offers of employment?
  • Who makes and maintains records?
  1. Verify the job opening. Before investing time and money in interviews, make sure that the job opening is “real.” If your organization has a formal process for approving an opening for hire, make sure that all appropriate forms are signed and that authorizations are obtained.

If your organization is less formal, at least send a confirming memo to involved parties, outlining your plan.


Want to get more out of recruiting? Join us Tuesday, July 19, 2016, for a new interactive webinar, Hone Those Recruiting Skills! The Top 10 Actions That Will Make You an Exceptional Recruiter. Earn 1 hour in HRCI Recertification Credit and 1 hour in SHRM Professional Development Credit. Register Now


  1. Identify controls or constraints. There can be any number of constraints on your hiring. You’ll just waste time if you set off without knowing what they are. Ask these questions:
  • Who else needs to interview or meet with final candidates?
  • What authority do you have to set salary?
  • Who needs to approve your final choice for hire?
  • How much of a hurry are you in?
  • Do you have authority to relocate?
  • What is the budget for job board, search firm, or employment agency fees?
  1. Picture the perfect candidate. It sounds silly, but the biggest mistake in hiring is starting the recruiting process before you know what you are looking for. When there’s no clear picture of the ideal candidate, you don’t know what questions to ask, what answers to listen for, and how to evaluate candidates.

You’re also not going to attract the best candidates because they’ll sense your fuzzy thinking, and that’s a turnoff. Furthermore, vague requirements mean you won’t get poor candidates to self-select out of the process.

Don’t rely on a job description; do a little digging:

  • What characteristics have helped others excel at this job?
  • What aspects of this job have caused others to fail?
  • What aspects have caused the manager the most heartache?
  • What failure in performance would get the person in this job fired?
  • In what areas did past jobholders need the most improvement?

In tomorrow’s Advisor, you will see four more steps before you begin recruiting. Plus, an introduction to an interactive webinar, Hone Those Recruiting Skills! The Top 10 Actions That Will Make You an Exceptional Recruiter.

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HR Webinar: Hone Those Recruiting Skills! The Top 10 Actions That Will Make You an Exceptional Recruiter

Join us on Tuesday, July 19, 2016, for an interactive webinar, Hone Those Recruiting Skills! The Top 10 Actions That Will Make You an Exceptional Recruiter.

You’ll learn:

  • The extent to which an exceptional recruiter delivers compared to an average recruiter
  • How exceptional recruiters utilize metrics and data to take the guesswork out of the talent acquisition process
  • Common recruiting roadblocks and how to work around them
  • How you can dramatically improve your recruiting results by focusing on targeted employee referrals
  • What trends and practices we can expect to see emerging over the next 18 months
  • And much more!

Plus, attendance earns 1 hour in HRCI Recertification Credit and 1 hour in SHRM Professional Development Credit.

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Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification

 
 
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HR Webinar: Hone Those Recruiting Skills! The Top 10 Actions That Will Make You an Exceptional Recruiter

Earn HRCI Recertification Credit and SHRM Professional Development Credit when you join us Tuesday, July 19, 2016, for this new, interactive webinar.

Find Out More
 
 
 
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