10 STEPS TO HIRE THE RIGHT PERSON - THE FIRST TIME - STEP 2

Employers with open positions sometimes receive hundreds of resumes from job seekers, and sorting through the ‘resu-mess’ can be extremely time consuming and overwhelming. 

You need to target candidates selectively. 

The objective is to attract qualified applicants and quickly and easily filter out the vast numbers who are unqualified. Targeting the ideal candidate and managing applicant flow starts with developing a job profile that defines exactly what you expect the person to be doing in the job. This will give you a clear picture of whom you need to attract in terms of skills, knowledge, and abilities. 

At this point, you can create the job advertisement that will attract and encourage only the truly qualified to apply. 

A - The Applicant Search Process 

Although some are not openly promoted, a large majority of positions today are advertised online through various job boards. Job seekers use keyword searches and advanced search capabilities to find only the jobs that interest them. To be effective in your search, think like a job seeker when sourcing your talent. 

What terms will they use to look for a job like yours? 

The most common are position title, job location, salary, and industry. Choosing the right key words is essential to ensure that your job postings are search-engine acceptable and optimized.

The best techniques for writing effective job advertisements are the same as those for other forms of advertising. The job is the product you are trying to sell, and the readers are your potential customers. When preparing the job advertisement, think of the Attention, Interest, Desire, and Action approach. 

You want to: attract the attention of a sufficient quantity of qualified people, attract their interest by communicating the essential points quickly and clearly, compel them to respond, and provide a clear response process and mechanism. 

Note: Preparing a targeted advertisement is a crucial step in attracting qualified applicants and filtering out those who are unqualified. Consider outsourcing this function if your staff does not have the marketing expertise to write compelling job advertisements. 

C- Non-Active, High-Potential Candidates 

There may be many high potential candidates who are not actively seeking a new position. HR recruiters in organizations also may not be actively sourcing this target talent pool, and instead are relying on the resumes received from active applicants alone.

An online DrakeWise assessment price starts at CAD $35.00 p/ea for a 1-10 employees/candidates company size.

CONTACT US

register for a PIN Conference number on the website , receive it ,then dial your local line at the scheduled time.

• US/CAN:      +1 (712) 451 0699
• Argentina    +54 351 569-7181 
• Brazil           +55 11 3042-5271  
• Chile            +56 2 3210 9952
• Mexico        +52 899 274 8542    
• France         +33 7 55 50 03 60 
• Germany     +49 209 88294413
• India            +91 7400 130 510 
• Ireland        +353 1 907 9711 
• Italy             +39 051 092 0291 
• Japan         +81 3-5050-5102 
• Netherlands        +31 6 35205043 
  
• United Kingdom +44 330 998 1253