Recruiting and Interviewing Tips for Hiring Managers
If you are having difficulty finding qualified candidates to fill critical jobs, you are not alone. The unemployment rate in Pennsylvania has dipped to 4.8 percent with a nationwide record low of 3.9 percent. Even if you decided to recruit from another part of the country, qualified candidates would still be hard to find.
Labor shortages have been predicted for the past several years in key industries such as construction, skilled manufacturing, skilled trades and nursing. The unemployment rate isn’t the only reason for these shortages. A lack of training for skilled positions like machining and plumbing along with the most experienced employees poised to retire are just two of the reasons for today’s hiring challenges.
All of this adds up to employers needing to find creative ways to fill empty and newly created positions. What is a hiring manager to do?
First and foremost, ensure that your recruiting process and skills are current to attract the best and most qualified talent to your organization.
It starts with a sound recruitment advertisement based on relevant job responsibilities. (This same information should be in the job description presented to the candidate.)
Be sure to include not only what the company seeks but what the selected candidate will be eligible to receive in the way of benefits and/or total compensation that can include career advancement opportunities.
Once an ad has been successfully placed on internet job boards and the company website, then the real work begins: screening resumes, conducting robust telephone interviews and inviting the most qualified candidates for in-person interviews.
Set up interviews in a timely fashion, otherwise qualified candidates may get “away” because the process took too long and the candidate took another job or had multiple offers from which to choose.The key factor to success is being prepared.
Hiring managers sometimes find themselves unprepared and ill equipped to conduct an interview, as this is a skill for which many managers never receive training. The interviewer should develop questions that provide information on past experience, professional objectives and future goals. A written script of questions helps to assure the interview is non-discriminatory and fair.
Article originally appeared in the Hanover Chamber of Commerce newsletter.
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