Behavioral Interviewing While Recruiting
- The best place to start for any job search or selection process is to define your hiring criteria clearly. Look at others who do the job well and ask, “What is it about them that makes them successful? What education, certificates, or degrees are needed, if any? What type and level of job experience do they need to possess, and how many years of experience are needed? What is the right pay range for this position to attract and retain the ideal candidate?”
- Next, determine the critical success factors needed to be successful in the job, such as knowledge, skills, abilities, and personality traits.
- Part of hiring the right person is overall fit with the situation, company culture, team, and manager. It is critical to define the personality needed to fit the job and work environment best.
Proper job analysis and clearly defined job descriptions are useful tools to help in this process. Job description, at a minimum, should contain a job purpose summary, essential duties, and responsibilities, qualifications, and competencies. Also, you should clearly define non-negotiable’s; the critical job requirements everyone in this position must meet to be a trustworthy candidate.
For example, non-negotiable’s may include such things as the ability to lift 50 lbs. Regularly, to stand for long periods, work unusual shifts, work overtime, travel requirements, and so on.
Human Resource Management, otherwise known as HRM, is the function of people management within an organization. HR is responsible for facilitating the overall goals of the organization through effective administration of human capital — focusing on employees as the company's most important asset, their people. HR Service has certified recruiting professionals who help you find only the best talent available.