Hiring & Recruiting

From how to most cost-effectively advertise to find the best candidates to how to negotiate the best deal for your company, HR Daily Advisor provides the right recruiting and hiring strategy, whether you’re recruiting for jobs at entry-level or in the corner office. Get recruiting and hiring checklists and interview and reference checking tips, what’s worked for others, and more.

Free Special Report: Top 10 Best Practices in HR Management

Training: One Size Does Not Fit All

In yesterday’s Advisor, Harvard Senior Lecturer Frank Cespedes discussed the need for sales and HR to do a better job of using each other’s skills in hiring sales people. Today, we provide Cespedes’ take on sales training.


Why HR and Sales Must Learn to Speak the Same Language

By Frank Cespedes, senior lecturer in the Entrepreneurial Management Unit at Harvard Business School.

U.S. firms annually invest three times more in their sales forces than they do in their advertising, 20 times more than on online media, and 100 times more than on social media. For many companies, selling is by far the most expensive part of business—and where the most hiring occurs. Despite this, hiring results in sales are notoriously hit or miss.


Recruiting for Those Critical, Hard-to-Fill Jobs

Yesterday’s Advisor helped managers understand the factors that are making certain jobs hard to fill. Today, what employers can do about it.


Why Your Important Positions Are Going Unfilled … and What to Do About It


Diversity—It’s Hard to Achieve More Than Lip Service

Achieving workplace diversity isn’t easy—even for global powerhouses like Google. “We’re not where we want to be when it comes to diversity,” Google observes in a January 2014 demographic report, which reveals that 70% of Google’s employees are male and 61% are white.


Résumé Review System


Résumé Review Exercise—Stop Wasting Time!

By the way, if you end up in that cartoonish position of having 2,000 online applicants, you probably need to find some knockout requirements to get that pile smaller. Or, you could, for example, decide to look only at the first 250. Whatever system you choose, be sure that it doesn’t discriminate.

Your Time Is Precious

You need a system to keep all those unqualified candidates’ credentials off your desk and off your computer desktop as well.

Clear and Detailed Postings

First of all, in all your advertising and posting, be clear about the requirements and be specific about the job. Unqualified candidates will self-select out, and the best candidates will be intrigued by the close match between what you seek and what they offer.

Complete and Consistent Data

In many cases, you’re stuck with a variety of application material such as application forms filled out by walk-ins, e-mail notes, letters from various people recommending candidates, and letters or résumés with little information in them.

Before you review, try to get as much information as possible in the same format. You can’t compare one candidate who submitted a brief letter to one who sent in a detailed résumé and filled out an application. If information is too brief, ask the person to apply online with full information or request a more-detailed résumé.

Best recruitment metrics? Find out what they are and how to calculate in this free downloadable webcast: Reporting for Success: Key Recruitment Metrics to Improve Your Business. Download this free webcast now!

Review Efficiently

Next, be careful to review credentials efficiently. In the winnowing process, you want to spend as little time as possible with the obvious rejects—and more time on serious candidates.

Here’s a quick exercise:

You’re looking for an accountant. Here are the criteria:

  • No agency fee
  • Job in Stamford, CT, must be on-site; no relocation
  • Must have a CPA

And here are a few sample résumés. Just take a quick look. Any viable candidates?

Sample #1

Tracy Baker
42 Bristlecone Rd, Stamford, CT 12345
700-221-XXXX             tbaker @ABC.com

Seeking responsible accounting position in which I can make use of my experience and capabilities.

Degrees and Certifications
BA, Excelsior College
MS Business Management, State College
Certificate in management, 2014 (expected)

Senior Accountant, ABC Company (2009–present)
Managed accounting functions for this mid-sized manufacturing company including cost accounting and government reporting. Prepared annual reports.

Staff Accountant, DEF Company (2004–2009)
Tracked costs, prepared profit analyses. Supervised two AP and AR specialists.

Knowledgeable in all common accounting software systems.
Speak French fluently.

Sample #2

Sandy Bravo
42 Pine Island Rd., Palo Alto, CA 66555
700-221-XXXX       sbravo@GHI.com

Offering significant and increasingly responsible accounting experience bolstered by my CPA. Seeking position with East Coast company that will relocate me and my family.

Degrees and Certifications
CPA, 2010
BA, Summit College
MS Business Management, State College

Senior Accountant, GHI Company (2009–present)
Managed accounting functions for this mid-sized manufacturing company including cost accounting and government reporting.

Staff Accountant, JKL Company (2004–2009)
Tracked costs, prepared profit analyses. Supervised two AP and AR specialists.

Accountant II, MNO Company (2000–2004)
Performed routine accounting functions.

Whatever sourcing methods you use, you eventually come up with a stack—paper or digital—of candidates’ credentials. HR time is precious. You don’t want to waste it reviewing the credentials/résumés of unqualified candidates.


Do You Actively Recruit Passive Candidates?

As the unemployment rate inches further downward and positions are taking longer to fill, many employers are looking for new and innovative ways to reach the best talent. One option that is increasing in popularity is searching for passive candidates—individuals who may not be directly looking for a new job, but who would be open to switching jobs if the right opportunity arises.


Why You Can’t Afford Not to Hire College Graduates

By Krista Williams

I have been working with college students … well, since I was in college. In most, if not all, of my positions I have had the fortune of working with interns, new graduates, placement offices, faculty, and students. My support has not only been to assist in job placement but also to support the transition of students from the life of ramen noodles and 10 a.m. classes to meeting the demands of a completely connected work environment with high expectations.


Decoding the Military for Veteran Hiring Success

By Karin A. Vernazza, SPHR, as told to Archana Mehta

Three years ago, President Obama announced a challenge to the U.S. private sector — hire or train 100,000 unemployed veterans or their spouses by the end of 2013. Many companies nationwide took on that challenge and started veteran-hiring job fairs to attract military talent but found this initiative difficult.