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1. Plan Your Recruiting to
Ensure Successful
Candidate Selection
http://www.recruiterbox.com/
May 2013

2. A resume is important, of course; it gives you an aerial view of the candidate at
hand. However, it cannot tell you much about the candidate’s interests,
personality, or sensibilities. The other information not contained in the resume can
say a lot about performance in the work place. The hiring process is arduous and
requires that the hiring managers pay a lot of attention to a lot of things. Here
we’ve provided a simple outline for procedures to adhere to in order to make this
process as smooth as possible during your hunt for the perfect candidate.
The Importance of Planning and
Structure During the Hiring Process
“He who fails to plan is planning to fail.”
this famous quote that has been attributed
to Winston Churchill during World War II.
This is a mantra that businesses everywhere
should be subscribing to.
Many companies may hire candidates
based on the face value of their resume.
However, by doing so there are a lot of
great opportunities to find the absolute
best fitting candidate that are missed.

3. Identify Positions
Identify the positions that you need to have filled. Sounds
simple enough, right?
• Look at the needs of your company. Where are
you struggling most? What functions need to be
covered and how much of a work force is
needed in order to alleviate your deficiencies?
• After detecting which positions you need filled,
you can then discover the specific duties that
these positions will be covering.
• Having an understanding of the exact position
and number of hires you are aiming for will help
you with your overall hiring strategy. This is the
starting point.

4. Determine Qualities
Determine six to eight prominent qualities that the candidates
should possess.
• It’s important to create a profile or a
detailed job description so that you will
become aware of exactly what
qualities you believe are needed in
order to be successful in the position
that you are hiring for.
• In order to create this list of qualities it
helps to speak to your current
employees to discover what qualities
they believe are necessary in order to
be effective in the given vacant
position.
• On another note, this list can also be
very helpful to the interviewee so that
they may ask themselves if they believe
the possess the qualities that you are
searching for as well.

5. Outreach
Determine the scope of your publication and venue usage.
• Publishing your job openings can cost
money. It’s a good idea to determine how
far to cast your net when searching for great
candidates. Consider the level of the position
and the skills that are needed in order to
successfully fill that opening. For entry level
jobs, it may not be necessary to take a job
posting national; however, for executive
level jobs, it may be needed in order to
ensure you are visible to the best candidates
out there.
• There are venues you could utilize for your
local hiring campaigns. There are seminars,
job fares, conferences, etc. Determine
whether or not this is something that would
benefit your company or not.

6. Standards
Set some standards in place in order to narrow your list of
candidates down to a manageable number.
• Based on the list of six to eight
qualities that you’ve created, you
will be able to narrow your list of
candidates down. From there
you can also determine the order
of which you’d like to invite the
candidate for an interview.
• Doing this will eliminate the
need to interview every single
applicant and will streamline
your hiring process.

7. The Interview Process
This is the fun part; however, it is also one of the most
critical, and it will require your undivided attention.
• To run a smooth operation, you will
want to decide early on who will be
participating in the interviews. To do
this you will want to consider who is
essential within the department that
you are hiring for and perhaps even
other from departments that would
be working closely with the
candidate upon hire.
• You will want to work out your screening questions well before your interview. For flow it
would be great to know who is taking the lead on the interview and who is asking
particular questions. Having a set of questions that you ask each candidate will give
you a fine way of putting each candidate on level ground with each other so that you
can better delineate who may be the best person to fill your open position.

8. Once you’ve had all of your interviews, the process becomes simple.
• Talk everything over with your fellow interviewers.
• Figure out who is best qualified on paper.
• Figure out who has the personality type and qualities that will work well within your
work place.
• Weigh out your strongest candidates and make your decision.
• Once you make your decision, contact the candidate right away. Chances are if
you feel good about him or her, then another potential employer feels the same
way. Strike while the iron is hot!
Make The Call

9. Contact Us
RecruiterBox is the secret to successful recruiting.
Receive and manage job applications effortlessly with
their innovative tracking software that makes finding,
and hiring, the perfect candidates easy!
Visit us today at http://recruiterbox.com/