Yesterday’s Advisor began to explore the dangers of rushing a hire. Today we’ll hear more on that topic.
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7. The all-important reality check.
“I want someone from the top of the class at a top business school, who has advanced rapidly at a fast-growing, respected firm (but I want to pay an entry-level salary).”
That’s what recruiters hear from hiring managers, but that’s pie-in-the-sky recruiting—spinning your wheels with no results.
8. Clarify for outsiders.
After steps six and seven, you know what you want, but you still have to translate it into language to share outside the company. How will you describe your opening on job boards, advertisements, and notices to others helping with recruiting?
This should be informative, but it is not a dull job description—it is an advertisement that serves to draw in the most attractive candidates (while encouraging the unqualified to self-screen out of contention).
Each job is different, but in general, consider specifying the following things:
- What makes your organization attractive to the candidates you want to recruit;
- Number of years’ experience at a specific job;
- Specific duties candidates must perform or responsibilities candidates must have;
- Key characteristics or abilities;
- Degrees or certifications or special training that is required or desirable; and
- Computer abilities or software familiarity.
9. Gain agreement.
When you are comfortable with your description of what you are looking for, share it with others involved in the process. Do they agree that you have captured the essential requirements?
10. Check legalities.
If you are not careful in setting requirements, you may be guilty of inadvertent discrimination. For example, if you set requirements that aren’t really necessary (such as a college degree for a clerical position), you may illegally exclude a disproportionate number of members of a particular protected group.
Focus on meaningful requirements based on the position’s essential functions. Avoid any mention of age, sex, race, religion, disability, or national origin or any characteristic protected by your state law (for example, sexual preference, marital status, or public assistance status).
That’s ten dangers of rushing to hire! You’re ready to recruit.