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    Corporate Recruiter Reveals Hiring Strategies That Work
    Corporate Recruiter Reveals Hiring Strategies That Work
    Corporate Recruiter Reveals Hiring Strategies That Work
    Ebook183 pages2 hours

    Corporate Recruiter Reveals Hiring Strategies That Work

    By Kelly Smith

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    About this ebook

    The author, Kelly Smith, reveals twenty years of hands-on, full-life-cycle corporate consultant recruitment experience. After working with mostly large global companies on a consultant basis, the author has removed much of the weighted down minutia to clearly and simply illustrate what has and what hasn't worked when hiring employees.

    Kelly illustrates effective sourcing techniques, why job boards matter, how to prepare and conduct a phone screen. When do offer negotiations start and how to extend a job offer; different interviewing techniques and what to look for when selecting a final candidate.

    Bonus sections one and two cover the 20 things Kelly has learned in her 20 years of working in corporate America and 20 funny jokes to take to work.

    Laugh, learn and be inspired as Kelly makes staffing simplified

    LanguageEnglish
    PublisherKelly Smith
    Release dateDec 22, 2017
    ISBN9780982095423
    Corporate Recruiter Reveals Hiring Strategies That Work
    Author

    Kelly Smith

    Life is messy, glorious and pretty darn funny. Like most of you, I need to eat, so off to work I go. I earn my income as a recruiter staffing professionals across the USA for mostly large corporations. I've written a book on how to find a job, how to hire professionals and most recently I've written a book where I compiled all the funny moments that I can remember up to this point of my 58 years of living. I hope to educate, empower and entertain.

    Read more from Kelly Smith

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      Book preview

      Corporate Recruiter Reveals Hiring Strategies That Work - Kelly Smith

      Corporate Recruiter Reveals

      Hiring Strategies That Work

      Kelly Smith

      Copyright © 2017 Kelly Smith

      All rights reserved.

      Distributed by Smashwords

      ISBN 978-0-9820954-1-6

      No part of this book may be reproduced or transmitted in any form or by any means, electronic, graphic, optical or mechanical, including photocopying, recording, taping, electronic data, internet packets or by another storage or retrieval method without written permission of the publisher. For information contact Kelly@KellyStaffingExpert.com

      The opinions expressed in this book are those of the author. Mention or photos of persons, businesses, institutions does not imply endorsement of this book by mentioned or photographed persons, businesses or institutions.

      The information in this book is based on actual situations and documents. The names and other identifying characteristics of the individuals and employers have been changed or removed in order to protect their privacy.

      Kelly Smith, series author, Corporate Recruiter Reveals Who Gets Hired and Why

      Ebook formatting and cover design by www.ebooklaunch.com

      Great vision without great people is irrelevant - Jim Collins

      May this collection of ideas help you to crystalize your vision by finding and onboarding great employees

      Happy Hiring!

      Table of Contents

      Preface

      Chapter 1: The Process

      Chapter 2: Sourcing

      Chapter 3: Screening

      Chapter 4: Interviewing

      Chapter 5: Selection

      Chapter 6: Extending the Offer

      Chapter 7: Onboarding & Retention

      Bonus 1: 20 Things I Learned From 20 years Working in Corporate America

      Bonus 2: 20 Funny Jokes to Take to Work

      Preface

      I’ve been a full-life-cycle corporate recruiter consultant for over twenty years. I’ve been offered full time positions of employment but have always preferred the life of a consultant. I love the variety that consulting brings. I love working in different industries and learning what hiring processes do or don’t work for each company. By the time I have been offered an assignment with a company it is for one of three reasons; the company is in a high-growth mode and needs recruiting help immediately, there is an issue within the recruitment process that needs to be solved or the company needs help filling some really difficult-to-fill roles.

      After twenty years I have had the privilege of working for a diverse range of clients from retail, telecommunications, manufacturing, global consulting, plastics and aerospace to name few. I’ve worked on-site in various states as well as worked remotely from a home office. Throughout my recruiting journey I have mentored and coached both recruiters and hiring managers. Hiring managers are mired down by their original duties and find it can be a real chore to take on the task of interviewing and hiring quality candidates. I have been able to guide managers through the hiring process in order to make each step seem seamless and attainable. Some recruiters recently moved over from their human resource role and knew more about H.R. policies than sourcing and screening candidates; I have been able to assist them with the finer points with the recruitment of candidates. My goal in writing this book is to provide a template, based on my experiences, to help simplify and sharpen the recruitment process for both recruiters and hiring managers. Whether you are a new recruiter or a small company experiencing a growth surge or a seasoned recruiter or hiring manager, it is my hope that you will find new ideas to incorporate in your current process.

      I am grateful for each and every client that I have ever had the honor of working with. It hasn’t been all roses and laughs. I’ve been back-stabbed, cried because a process was so complicated, been underpaid without benefits, moved to a new location where I didn’t know a soul so I could work on-site for a few months, said or did dumb things I regretted and of course I’ve been the victim of budget cuts where I was laid off from assignments that I absolutely loved. No matter the bumps, it has been a fine, fun, prosperous way to earn a living. I hope my passion for recruiting shines through and you are able to gather some sage advice from what I have recorded based on my many years of experience. Happy Hiring!

      ONE

      The Process

      Successful staffing starts with a blueprint which provides a detailed step by step process for finding and onboarding quality candidates. To guide you as you begin laying out the process keep these five core needs in mind: job descriptions, written communications, budgets, intake call with the hiring manager, final preparations.

      As you prepare your blueprint for the staffing process, remember it is only as good as those who follow it; keep your process as simple and streamlined as possible so that others will be motivated to follow the process. If the process and directions are too confusing and complicated certain members may be afraid to ask others for assistance causing them to either bungle the process or elect to simply not follow the process and do what makes sense to them.

      Before you start searching for your candidate you will need a job description. Typically human resources, hiring managers, legal and the finance department play a role in crafting the job description. The basic layout of the job description would involve the following:

      1. Job identifier/title/location

      2. Introduction of company

      3. Core job responsibilities

      4. Requirements (must haves) i.e. 2 years programming experience

      5. Desired skills i.e. SAP HANA is preferred but not required

      6. Legal terms and conditions

      When developing the job description keep it simple and effective. Make the job title easily identifiable to the person searching for the role. Don’ t use titles like Rock Star Engineer but instead be clear and descriptive with titles like Welding Engineer. Help candidates visualize a typical day at work. Break responsibilities into short, clear job duties. Don’t overwhelm with too many job duties. Just because you can perform 16 different tasks at once doesn’t mean you have to write it into the job description expecting the candidate to take on your hectic, crazy capabilities. On the other hand don’t be too vague in describing the duties. A duty described as Responsible for the digital marketing department is unclear. A better description might be, Manage all digital marketing channels such as website, blogs, emails and social media to ensure brand consistency. A sample job description layout follows:

      SAP SCM - APO Manager

      Job id: 123987G

      Location: Denver, CO

      At CompanyX we unite caring with discovery to make life better for people around the world. We are a global healthcare leader headquartered in Denver, Colorado. Our 188,000 employees around the world work to discover and bring life-changing medicines to those who need them. (*In this section take a moment to sell your company. Consider including links to testimonials from employees or photos of team activities. List some of your key, unique benefits such as 401K match, work/life balance culture or training offered.)

      You will implement and deploy SAP APO solutions covering demand planning, supply planning, production planning and production scheduling. You will identify, assess and solve complex problems closely following the strategic direction set by senior management. You will have some latitude in decision-making, acting independently to determine methods and procedures on new assignments. This role is responsible for managing large to medium sized teams.

      Professional requirements for this role:

      5 years SAP APO and/or IBP experience

      At least one full-life-cycle SAP implementation

      Bachelor’s degree

      Preferred but not required skills for this role:

      1 year IBP

      SAP HANA

      (Include your legal disclaimer at the end; following is sample legal jargon.)

      CompanyX is an EEO and Affirmative Action Employer of Females/Minorities/Veterans/Individuals with Disabilities.

      All employment decisions shall be made without regard to age, race, creed, color, religion, sex, national origin, ancestry, disability status, veteran status, sexual orientation, gender identity or expression, marital status, or any other basis as protected by federal, state or local law.

      A good job description is much more than a laundry list of tasks and responsibilities. When well written, it gives the reader a sense of priorities involved; it provides a clear picture of the position for potential candidates.

      Ensuring ease and simplicity at all steps of the recruitment process should be the mantra for every recruiter. In order to keep things flowing simply and smoothly you should have all written communications on hand and ready to use at a moments notice. Create folders to store the following documents: resumes, phone screens, interviews, lists, general helpful data. Your company Applicant Tracking System (ATS) should be able to store all this data but sometimes it might help to create folders for recent activity. The purpose of storing the data in an ATS and/or in folders is so you can refer to the data quickly and so others can have access to your data. What a waste for someone to take the time to conduct a phone screen with a candidate only to find that no information was stored! Suppose that candidate did not progress to the 2nd or final rounds of interviews but another recruiter finds the candidate to have a strong skill set for their role. Imagine the benefit to both the new recruiter and the candidate if notes from the phone screen had been recorded. With no information the second recruiter will have to reach out to the candidate and start all over asking similar questions about their key skills, motivation and salary history.

      In the ‘general helpful data’ folder you can store templates for the following forms/documents: intake call with hiring manager, phone screen template, excel spreadsheet to keep track of candidate activity to share with hiring manager, interview forms for managers to use, work flow chart for the hiring process and messages to send to candidates.

      For each new search a meeting between recruiter and manager should be conducted. A new intake form should be available to be completed to guide both recruiter and manager as they search for their new hire. Save a blank intake template in a folder. The intake template can be laid out in a way that makes sense to you but should contain some or all of the following data to be gathered:

      • Date

      • Hiring manager

      • Position title

      • Location

      • # of openings

      • base compensation

      • bonus

      • sign-on bonus

      • exempt or non-exempt

      • new position or replacement

      • travel %

      • will relocation assistance be provided

      • internal only, external only or internal and external candidates

      • Why is this position available

      • What are promotion possibilities for person that excels in this role

      • What are main job responsibilities

      • Experience and background of the ideal candidate

      • Ideal companies would like candidate to have experience from

      • Keywords recruiter can use to help guide sourcing and searching of candidates

      • A good question to ask candidate during phone screen

      • Associations that candidate may be a member of

      • Educational institutions that have a strong program from which candidates graduate from

      • Who will conduct the skills interview with candidates/what kind of interview scenario will candidate be facing

      Another critical form that should be readily accessible is the phone screen. It would be handy to store various versions of the phone screen or what I have done in the past is create a basic phone screen template and then I save a list of

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