recruitment-strategies

Recruitment Strategies to attract the right team in just 5 hours

How was your last recruiting experience? Did it take up your entire week (or month), distract you from running your business, and result in a few less-than-ideal candidates to choose from? We have a solution! Before you next hire someone for your business, consider that the recruitment process can be unsuccessful OR successful, depending which recruitment strategies you use.

Business owners come to ActionCOACH to help guide them through their first big hires, so they can continue to run their business and still have time to find the best possible person for the job. Our recruitment strategy is called the ‘Five Hour Recruitment Process’, and it’s founded on two core principles:

  1. Recruit for Attitude, Train for Skill. This trusted saying still works – it’s far easier to fix a skill gap than an attitude gap.
  2. Be efficient with your time. There are several automated parts to this process, so that the whole process takes a maximum of 5 hours of the manager’s time!

Here’s how the Five Hour Recruitment Process works:

1.Preparation:
●Establish and define a compelling Employer Value Proposition. Make yourself attractive!
●Make the decision to employ someone – based on need and affordability.
●Write a Job Description / Position Commitment.
●Include clear responsibilities, accountabilities and KPI’s.
●List key requirements/attributes/skills/qualifications that will be required.
●Be clear now on what the job is worth and will be paid.

2.Write the Advertisement:
●The headline must grab attention and attract the right candidates.
●The Ad must sell the job and the company. You are trying to attract the best people! Typically, we like to see at least two thirds of the Ad selling the job and company, with only one third explaining the requirements of the job.
●Candidates can be sourced from online job sites, local papers, LinkedIn or personal recommendations. Under no circumstances should any candidate bypass the remainder of the process.
●The advertisement should request that candidates apply by calling you. Email applications should not be accepted.
●An online advertisement should be open for one week, including one full weekend.

3.Receive applications:
●This is by phone, by you or, better still, by Office Administrator. Reading CV’s at this point is a waste of time.
●If someone still submits an application by email and does not call, respond with an automatic email explaining that they must apply by calling.
●This initial call must take a maximum of TWO minutes and will end one of two ways:
●The candidate will clearly disqualify themselves – communication, tone of voice, attitude, energy, etc. – in which case, advise them “no”; or if they don’t disqualify themselves, invite them to attend a face-to-face (group) interview. Don’t promote the fact that it will be a group interview, unless they ask.

4.Group interview:
●Only one time is available so they will need to come in then if they wish to pursue this opportunity. NB. You don’t mind how many people are in the Group Interview so, if they haven’t disqualified themselves in the first minute or so, invite them to attend.
●Examples questions that may assist in disqualifying (NB. At this stage, voice, energy, communication, etc. is more important than the content of the answer): Why are you so excited by this opportunity? Why would you be great at this role? What is your greatest strength? What is your most relevant experience to this role?
●If they are invited to interview, then request that they now send a CV, although don’t yet waste time reading it!

Now sure how to run a group interview? Read our eBook: Building a Winning Team by recruiting great people quickly and effectively.

5.Individual interview:
●Call ALL candidates the day after the group interview; advising that they have not been chosen to proceed or that you would like to invite them to return to 1-on-1 interview, and book it in.
●Ask them to talk through their CV from beginning to most recent; you observe trends, patterns and reasons for changes.
●Have them perform a skills test relevant to the job. NB. Don’t just believe it. Test it.
●Have them complete a DISC profile (created by American psychologist Dr William Marsden in the 1920s, assessing individuals and assigning one behavioural styles; i.e. Outgoing, Task Oriented, Reserved or People Oriented. Please contact ActionCOACH for help with the DISC profile).
●If you have an area of concern, ask: “When I call your last manager [insert last manager’s name], what score will he give you out of 10 for [insert skill or attribute about which you’re concerned]? Any answer below 8 should be a red flag.

6.Make an offer:
●Next day or two, call to make offer, subject to reference check.
●Undertake reference checks, asking specific questions to validate facts and to explore any key areas or possible gaps in skill or other required attribute.

For more information about our Five Hour Recruitment Process, or help with any other recruitment strategies, please contact ActionCOACH today, so we can ‘recruit’ the best coach for your business!

Alternatively you can download “The 6 Keys to Creating a Winning Team” eBook here.