Recruiting Tips For Hiring Managers

CNI Recruiting and its subsidiary Best Recruiting place candidates at all professional levels throughout the U.S. We provide world class service and a 120 day guarantee in the event of resignation or termination for any reason. Our referral fee is only 10% of candidate first year base salary (minimum $7,000). Here are 10 recruiting tips used by our recruiting teams.

1. Job Descriptions

Prepare Job Descriptions which include job and company requirements that have been demonstrated to correlate with success, rather than requirements based on anecdotal information. Typical requirements include skill set, experience, past performance, job tenure and cultural fit.

2. Prepare A List Of Questions

Prepare a list of open ended questions, including at least one question relating to each job and company requirement. Ask follow-up questions like “why” or “can you tell me more” to test the accuracy and completeness of candidate answers.

3. Score Cards

Candidate score cards provide an objective method for measuring and ranking candidates rather than relying on subjective assessments. Prepare  score cards that include a column for questions, a column for numerical scores, i.e. 1 – 5, and a place for the total score. Interviewers should complete score cards for all candidates.

4. After-interview Meetings

Hold After-interview meetings so that interviewers can share impressions and discuss candidates’ strengths and weaknesses. These discussions may lead to score card revisions. Record and distribute minutes of these meetings.

5. Don’t Lead Candidates

Don’t ask candidates leading questions. For example, when interviewing sales candidates, ask how they pursue an opportunity, rather than asking them which sales process they use.

6. If You Don’t Agree, Say So

If you don’t agree with something that candidates say, voice your disagreement and determine their reaction. Do they change their statement or support it? Is their response reasonable and convincing?

7. Past Performance

Past performance is the best indicator of future performance.  Discuss candidates’ performance in their last three jobs. Ask probing questions like “what did you do about that”?

8. Job Tenure

Discuss short job tenures and ask why candidates left prior jobs. Ask about their relationships with supervisors, successes, challenges, likes and dislikes. These discussions will help you assess whether candidates will succeed in the job and with your company.

9. Be Candid

Describe the job and your organization candidly with candidates, including the challenges as well as the rewards. Doing so will result in some candidates withdrawing, but these are candidates who would not be a fit.

10. Always Be Recruiting

Always be recruiting, even if you don’t have any open positions. Evaluate candidates at meetings, trade shows, while traveling, or in social settings. If you identify individuals as possible hires and you don’t have open positions for them, explain that you may be interested in hiring them in the future and maintain relationships with them until you do.

CNI Recruiting and Best Recruiting refer only top performers who meet our clients’ requirements. For more information, please contact us today at [email protected] or (908) 874-6148 or fill out the form below.

Fred Neufeld
President
CNI Recruiting
www.cnirecruiting.com