Employers face several recruitment challenges. This is due not only to a competitive market, but also to the changing workforce. There are several different types of workers, which brings an increased amount of diversity that must be addressed when contemplating staffing your office.
In recent years, more women have entered the work force, the work force is getting older, and there is an increase in the variety of religious and cultural affiliations of potential employees. And, of course, college graduates are entering the work force.
In order to be an attractive employer, you may be confronted with the need to be flexible to workers’ changing needs. This means learning new ways of communication, understanding the changing mindset of workers (older v. college grads), or providing on-the-job training, education and alternative working arrangements for employees.
Why Are Candidates Interviewing?
There are several reasons as to why a candidate might be interested in pursuing employment opportunities. Some of them are: relocation, growth, money and benefits. Naturally, the candidates will want to hear about their interests during the interview process. Studies by the American Management Association have shown that candidates consider the following during the interview process:
- Growth opportunities
- Courtesy during the entire process
- Desire for meaningful work
- Ethical working environment
- Flexible start date
- Vacation/personal time
- Flexible working arrangements
- Employee assistance programs
When faced with a staffing need, start by asking yourself this question: What do I want to see in a prospective candidate? Perhaps some of your answers include: stability, skills, relevant experience or a logical progression in career/positions.
Next, ask yourself: What don’t you want to see in a prospective candidate? Your answers might include: job hopping, no related experience, radical changes in career path or a lack of required skills.
The next logical step would be to make sure you don’t hire the people you don’t want. You can accomplish this goal by doing a little homework prior to beginning your recruiting and interviewing process.
In order to effectively and efficiently locate the candidates you need, you must be familiar with the position you wish to fill. Your familiarity should be such that you could easily explain all the essential details of the job, as well as your expectations of the person who performs it, to a potential employee. You can do this by asking yourself four key questions:
- Am I thoroughly familiar with the qualities being sought in an applicant?
- Are these qualities both job-related and realistic?
- Can I clearly communicate the duties and responsibilities of this position to applicants?
- Am I prepared to provide additional relevant information about the job and the firm to applicants?
By analyzing and answering these questions, you will be able to develop an iron-clad sense of the position you wish to staff, as well as the type of candidate you visualize in the position.
Recruiting Made Easy
The easiest way to recruit any candidate is to get the best people to seek you out. Market yourself as a great employer! You can do this by establishing yourself as the best employer in the industry. You can emphasize what sets you apart from other practices (like great benefits or a flexible schedule). Ask your current key employees to help you in recruiting
Of course, one of the easiest ways to make you an attractive employer is to find out what potential employees are seeking and offer it to them. Finally, recruit in the specific market most likely to get the results you want. Some considerations might include whether you want to market yourself locally or nationally. There are plenty of job boards on line that can meet every marketing need.
Once you place an ad, you will need to start screening the resumes you receive. Consider the answers to your four key questions when reviewing these resumes, to make sure you are finding candidates that match your needs and requirements. In addition, be wary of any “red flags” on a resume. These may serve as warnings to you, or perhaps help you develop questions you would like to ask during the interview process. Some common resume “red flags” are:
- Blanks or omissions
- Time gaps between jobs
- Overlaps in time
- Frequency of job changes
- Carefully review the applicant’s reasons for leaving previous jobs
- Ask! If the applicant’s duties are not clearly described on the application or resume, ask for a detailed description
Once you have screened your resumes, schedule your interviews in a timely manner. In a tight job market, candidates do not last forever!
If you find this process to be too time consuming, you might consider calling a staffing agency that specializes in medical staffing. Staffing agencies can offer recruiting expertise, taking away the stress of coordinating and conducting an employee search. For a small fee (usually payable upon successful staffing of a position), a staffing agency recruiter can assist with temporary or permanent staffing needs. The recruiter will already have a pool of candidates from which to choose to help immediately address your staffing concerns. In addition, the agency can place advertisements on your behalf, screen resumes, conduct interviews and background checks, and present only the best and the brightest candidates for your consideration.
This article was written by Paramount Staffing. For more information, contact www.paramountstaffing.net.