HR Best Practice: Recruitment and Selection

Did you know that many managers have never received any formal training in recruitment? In most organizations, it’s usually the HR professionals who have obtained the official training. Since not every organization has the benefit of formalized HR support, what can employers do to ensure that they are hiring the right person?

“Not every organization has formalized HR support, so what can you do to ensure you hire the right person?“

Here are a few simple best practices to put into place for your next recruitment:

1. Do a job analysis. The most important thing to start with in your recruitment process is doing a thorough job analysis, so that you know what you are hiring for. This will help you to identify the competencies a successful candidate will need to possess in order to thrive and perform well in the position. Create an updated job description that outlines the responsibilities, knowledge, skills, abilities and other attributes required. Not sure if you’re on the right track? Click here for our job description checklist.

2. Recognize the difference between a job description and a job posting. Prior to posting the job, consider the difference between a job description and a job posting. While a job description clarifies the technical aspects of the job, a job posting is essentially your sales pitch, and your best shot at promoting your employer brand! Your job posting gives a glimpse into your company and its culture, and talks about the most important competencies, requirements, and qualifications in order to compel interested applicants to read further and apply.

3. Know where to post. Finding the best people means knowing where to look. Know how much you have to spend on job advertisements, and think strategically about where to post your job opening. Don’t forget the power of social media and the value of your careers page on your website.

4. Screen like a pro. Many job openings can attract a large number of applicants. If you don’t have the time to screen them all, add an additional step that acts to screen out applicants who may miss critical information you have requested in the job posting. An example of this is to ask for a cover letter to be included with the resume. If this detail is missed, you can automatically screen out any applicants who did not follow your instructions.

5. Hone your interview questions. Did you know that there are questions that are illegal to ask during an interview? According to the BC Human Rights Code, you must avoid asking questions that focus on prohibited grounds to make sure you’re not inadvertently discriminating against the candidate. Often, supervisors and hiring managers may be unaware they have been asking inappropriate questions in interviews, so share a list of “what not to ask” with all team members involved in the job interview process.

6. Hire for fit. How will the candidate fit within the existing culture in your organization? Create a set of well-rounded behavioural interview questions to assess how the candidate has handled situations in the past, as past behaviour is often indicative of future behaviour. In addition, as working closely in a work place requires harmony, you’ll want to select someone who will help to enhance that harmony.

7. Reference Checks. Checking a candidate’s employment references can sometimes be missed, either intentionally or inadvertently. Employers often hire based on a gut feeling, but it’s wise to hit pause and make a few calls before presenting an offer. If a candidate said something that left you wondering, this is the time to check it out. The reference check is your opportunity to tie up any loose ends, so take advantage of it!

Your Engaged Assignment: Recruitment can sometimes feel like a daunting chore where you are not sure where to start, and you have more questions than answers. Try to implement some of these tips in your next recruitment and if you feel like you could use a hand when you hire, give us a call, we are happy to help!