Hiring the right person takes time, even when you are utilizing the resources of a recruiter to assist in the search! Our experience has shown that the most successful hiring managers “interview” themselves before they undertake a search. We’d like to share some of those interview questions with you here. Consider it a tool-kit for hiring.
Who are you and what do you want?
No matter what is going on in the economy, there is always competition for the best talent. It is important for hiring managers to understand the reputation of their company in their industry and market.
Know your story:
- Who in your organization currently excels in this role?
- What differentiates you from your competition?
- When did you realize you needed this position filled?
- Where do you see this role impacting your business the most?
- Why is it important to hire now?
- How is your brand perceived in the marketplace?
Should you hire a direct recruit or utilize contract staffing?
The first of many decisions that make up the hiring process is whether or not you want to directly hire a person or bring them in on a contract basis. Clearly your decision should reflect the current need for talent and the career expectation for that position.
Based on your business objectives, these are things to consider:
- Do you have a particular project where deadlines are being missed?
- Do you regularly see workload peaks and valleys throughout the year?
- Is your business scaling at a rate that’s outpacing your employees’ growth?
- Would a strategic hire give you an edge over your competition?
We are happy to help you determine which method would best suit your needs.
You know what you want, but are you ready to make the move?
Ever had this happen? You’ve found, screened, interviewed and believe you have the right person for the job. However, you are unable to get the internal decision-makers on the same page to either continue the interview process or make an offer. The result? The candidate accepts another position. Not only did you lose the candidate, you might well have gained the reputation as being indecisive.
Ask yourself these questions:
- Have you ever lost a candidate because you couldn’t get all internal decision-makers together for an interview?
- Would it make a difference if your competitor’s interview process were more efficient?
- What was the most frustrating part of the interview process when you were hired?
It is critical all parties are briefed and understand the timeframe expectations – yours and the candidates’. You are in the driver’s seat.
To discuss your recruiting needs with Carltech’s staff, please contact us.
III. Business Development & Networking
IV. Human Resources
- http://www.shrm.org/pages/default.aspx – Society for HR Management
- http://www.twc.state.tx.us/ – Texas Workforce Commission
- http://www.workplacefairness.org/ – Workplace Fairness
- http://www.txbiz.org/ – TX Association of Business
- http://www.bls.gov/ – Bureau of Labor Statistics
- http://www.dol.gov/ – U.S. Dept. of Labor