Developing a large enough pool of candidates

It follows quite naturally that if you develop poor job advertisements and then don't place them in the right media that you will not develop a large enough pool of candidates to give you the opportunity to make an effective selection.

This often comes about because as outlined above, employers are simply in too much of a hurry to replace employees who are leaving on the "fortuitous self-selection plan" and simply perpetuate the problem they had before by hiring yet another ineffective and inappropriate employee.

It all starts because of employer knows, deep down, that he simply doesn't have the time or expertise to interview a lot of candidates. For the employer who has this kind of problem on his plate, he sees the issues quite starkly in the following manner

  • I don't want to spend a lot of money on this
  • I don't want to spend a lot of time on this
  • I really hope I find the right person quickly

 

This then quickly translates into a set of behaviors that are designed to find a small pool of candidates from which to choose.

Businesses who approach the hiring process from this standpoint are doomed to end up hiring the Tallest Pygmy.  

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge

     

     

  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board