Recruiting Business Plan

Resist the temptation to omit steps, because shortcutting the process can shortchange your results. Your job descriptions should reflect careful thought as to the roles the individual will fill, the skill sets they'll need, the personality attributes that are important to completing their tasks, and any relevant experience that would differentiate one applicant from another.

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Within that group, you have four that are top performers, 12 that are middle-of-the-road and four that aren't quite making the grade.

If you could bump the number of folks in the top group from 20 percent to 33 percent, that could have a dramatic impact on your company's performance.

How much is it worth for you to know an individual's strengths and weaknesses, not just as a hire/don't hire test, but as a coaching tool to help you determine their training needs and the best approach to maximize the person's productivity?

Pre-employment testing is often overlooked, when it could be a very valuable tool.

Your goal is to have a plan that will help you determine whether you have a qualified applicant who will fit into your company's culture.

In addition, decide whether you're going to conduct pre-employment testing.

By including, in your comprehensive people strategy, a well-structured recruiting and selection program.

The key to successfully developing such a program is to follow a proven recruiting process for the positions you need to fill. Your first step is to make sure you have an effective job description for each position in your company.

For example, you would expect a successful salesperson to be extroverted.

On the other hand, someone filling a clerical position might be more introverted. The information you collected during the interview process will provide you with important insights as to starting compensation levels and training needs.


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