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Advertising your job description is an important step in the hiring process. People are using many different platforms to run job searches. Not only are candidates networking face to face, but they are also searching online, looking at employer's websites, checking reviews on Google or Glass Door. A lot more goes into a job search than just the job description.
First, start by thinking about how to search. If you?re assuming that a tight job market means that an employer doesn?t have to exert much effort to fill its open positions, think again. Knowing how to "hire smart" is a must for any employer, no matter what the economy looks like.
What Do You Need in a New Employee?
The first step in your recruiting process should be to prepare a well thought-out job description that can be used for both hiring and employment purposes.˙When creating a job description, keep the following in mind:
Great workers can be found from a variety of sources, and the savvy employer will look to a number of them for its hiring needs.
Avoid Application and Interviewing Pitfalls
Has your company reviewed its job application forms with human resources or a lawyer in the past two years? If your organization is a Federal contractor, do you regularly train your managers about proper interviewing techniques?
While answering "no" or "I don't know" to any of these questions doesn't mean your company is violating the law, failing to recognize and address common recruiting mistakes can open your company up to liability down the road.
Just as you do with your advertisements and job descriptions, review all applications with an attorney to make certain they are objective and do not ask for inappropriate information. For example, some state laws prohibit employers from considering an applicant?s arrest record when making employment decisions, so a question about prior arrests should not be on the job application.˙Here are some other issues to consider and discuss with experienced employment counsel:
Attract Diverse and Qualified Applicants
When training interviewers on proper techniques, include these suggestions:
Have a Definite Strategy
Create innovative ways to announce job opportunities: you can advertise on Twitter, Facebook, LinkedIn. Make your job descriptions stand out. There's a flood of messages on social media daily and you want to stand out. You could hire a graphic designer to design an ad for the job description that is eye catching.
Now is the time to take a critical look at your hiring process to make sure it is efficient and effective. Remember: A little bit of common sense goes a long way toward hiring the best employees.
Identifying Qualified Candidates - Hiring Pearl Step 3
Identify the Vacancy / Need Hiring Pearl Step 1
Interviewing the Candidates - Hiring Pearl Step 4
Extending the Offer - Hiring Pearl Step 6
Spot the Red Flags In Hiring: Don't Get Fooled
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