You are responsible for the day-to-day operations of the department and are knowledgeable around the business functions. What about the people tasks? Managing employees starts with recruiting…finding the right talent.
I’ve created a simple systematic guide to help you through the maze of hiring the right talent.
1.Job Opening – decide who owns the recruiting process…you or Human Resources. In some companies,
HR drives the process. In smaller companies, the manager is usually in charge of whole process. If it is HR, you still need to be involved during many of the steps.
2.Job Description – whether you are filling a replacement or a brand new position, you need a job description. Before any outside recruiting efforts start, review or create a job description. If you are replacing a position, this is a great time to evaluate how this position can best add to your department.
3.Pay – be clear around how much your budget can handle, or if you have pay scales, know what the company’s range is for this role. Keep in mind a few thoughts around this subject: the experience of the potential employee you are seeking, what others are making performing the same responsibilities and what can you afford to meet your budget. If you have an HR Department, they can be a support in this matter.
4.Advertising the position – you can advertise in any of the online job boards, specialty job boards or magazines, newspapers, or local papers. An outside recruiter can be hired to recruit, depending on the difficulty of finding talent for the position or your time availability is limited in the search process. Don’t forget internal candidates for the position.
Another resource for finding menschen im vertrieb talent is your current employees. When I was actively recruiting full time I was successful in hiring 34% of my new hires via employee referrals. They can be your talent scouts. Start an Employee Referral plan where you compensate the employee who locates strong talent for you.
Many companies have Applicant Tracking systems to help with the gathering and sorting of resumes. If your company has many open positions, I would highly recommend that you purchase a system.
Even if you don’t have an applicant tracking system, you could use Microsoft Outlook to take incoming resumes and put them in the appropriate folder. For example, you are looking for two different sales functions…sales manager and junior sales rep. Make sure in your ad you require the subject line to state either Sales Manager or June Sales Rep. As the email hits your inbox, with the right set up on your PC, each email with the resume will go into the appropriate folder.