Tips on Recruiting & Interviewing Prospective Employees

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    • Identifying the correct candidate quickly saves the company! image by Gleb Semenjuk from

      Recruiting and interviewing prospective employees requires time and money. Successful businesses use established techniques to identify and hire suitable employees. Adherence to federal and state laws and preventing discrimination against protected groups are of primary importance. Other factors such as budget, business cycles and the nature of the position dictate the approach taken by employers. It is important to detail the skills required for each position prior to a recruitment drive.

    Establish a Budget

    • When an employee leaves a position, the employer should not use the salary paid to him as the basis for hiring a new recruit. Employees with exceptional skills are more highly compensated than those with modest skills and on occasion, for a variety of reasons, some employees lack necessary job skills. The level of variance in skill sets precludes companies from using existing or past employee pay ranges as a barometer for the new hire's compensation. The company should establish an appropriate salary range, allowing flexibility to accommodate highly skilled individuals or persons who will need additional training once hired. The determining factors involved in pricing recruitment are the cost of advertising a position and the time commitment of recruiters versus the benefit of filling it quickly.

    Internal Resources

    • Many large companies require human resources employees to assess the existing staff pool for qualified internal candidates before launching external recruitment activities. Retaining resumes submitted by job seekers during previous recruitment drives provides companies an inexpensive way to fill positions. Some companies use existing payroll employees as recruiters by paying them referral fees for directing qualified candidates to the company.

    External Recruiting

    • Company websites listing open positions provide prospective employees information on open positions and the ability to submit resumes quickly and easily. Job seekers websites are another way of inexpensively communicating openings to a large audience. Local governments often provide free or low-cost advertising for companies seeking new hires. Local newspapers run inexpensive advertisements as a way to entice readers, although they reach a smaller audience than the online sites.

    Interview Format

    • Establish the qualities a role requires and use them as the basis for evaluating interviewees. Schedule the meeting at a mutually convenient time and prepare a list of key questions and concepts that need to be covered. Ensure the candidate's ease by engaging in small talk before asking the job-related questions. Thank the candidate and give a realistic deadline for your decision.

    Questions to Ask

    • Questions should be easy to understand and result in clear responses. One helpful technique establishes the interviewee's skill set by asking her to provide an example of a particular situation, how she responded and what the outcome was. Qualified candidates should be able to provide numerous examples demonstrating different skills. The questions must always be relevant to work and should not cover inappropriate topics or personal aspects of the candidate's life.

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