With the climate of today’s recruitment supposedly being a “buyers market” in the selection of candidates, the idea is to teach some simple to implement search, filter and selection techniques that will decrease the overall time to administer the recruitment process and increase the retention of candidates.
Development and deployment of a Recruitment Process Operation (RPO) should be configured specifically to your company’s needs.
Section 1: Company Interviewing Profile
Spend the time learning about your company through a series of surveys. The time spent is to analyze the work environment, communicate with some key hiring managers, and understand from the executives what their desires are from their employees. This leads to the development of an “interviewing profile” of the company.
Section 2: Calibrate the Recruitment Process Operation
The RPO becomes the basis for every recruited position within the company. The process seems obvious, but most organizations simply do not follow the technique. Being diligent will pay dividends in the long run, and all participants (candidates and hiring managers) will appreciate the spectrum.
Section 3: Teach Hiring Managers How to Interview
Coaching basic hiring techniques to your hiring managers will help them understand how to interview their candidates and base their selection on confirmation of competencies, what motivates them and how they will fit into the organization
Section 4: Actual Recruitment of Candidates (which begins with Section 1)
Have a company like VIGOR run the recruitment process for you, while the vendor implements the RPO and teaches interviewing techniques along the way. Training does not usually work unless the trainee can implement the training immediately. A vendor like VIGOR will work along side your hiring managers to ensure the techniques are aligned and the processes are being properly utilized.
