Better People Faster

Better People Faster Direct Recruiters - Wednesday, June15, 2005 Businesses need to be fast moving and agile especially when it comes to their hiring and recruiting practices. Patient candidates are rare in today’s fast paced environment and shortening your hiring process will ensure landing them. Here’s how to hire better people faster:
Home Article 495 : In Search of The Passive Candidate Article 496 : The Summer Hiring Blues Article 497 : RFID Demanding Professionals Article 498 : Calculating the Value of Your Employee Article 502 : ASURYS Joins AIM Global Article 506 : UK Eases RFID Regulations Article 507 : RFID Regulatory Database Available Article 508 : EPC Data Sharing Essential Article 509 : Guest Editorial: RFID Is A Great Technology -- But It's Not Perfect Article 510 : RFID: From Chips to Dips to Trips Article 511 : RFID Joins NASCAR Article 513 : AIM Global Announces Field Tour of AIDC Technologies at Port of Long Beach Article 518 : AIM Global Announces Updated RFID Emblem Article 533 : Lemelson Patents Deemed Invalid Article 534 : Biometrics Poised to Play Larger Role in Retail Article 536 : Lemelson Patents Deemed Invalid Article 558 : Education is the Key Article 559 : 2005: REG Year in Review Article 577 : RFID Insider Interview: Tom Miller Article 586 : Editorial: 2006 -- the Year of RFID Legislation? Article 589 : Editorial: 2006 -- the Year of Integration Article 590 : Editorial: 2006 -- the Year of Integration Article 591 : Lemelson Litigation Finally Laid to Rest Article 592 : Guest Editorial: Forecast 2006 Article 593 : RFID Charity Gives Children Something to Smile About	Businesses need to be fast moving and agile especially when it comes to their hiring and recruiting practices. Patient candidates are rare in today’s fast paced environment and shortening your hiring process will ensure landing them. Here’s how to hire better people faster: • Delete the “white space”. White spaces are delays in your hiring process that waste time and virtually assure you’ll lose talented candidates. Eliminate any unnecessary screening and interviewing steps. Shorten the selection process and don’t procrastinate on making an offer. Remember to close the deal while interest is high. • Define the perfect candidate. More than 25% of organizations don’t know what they’re looking for in a candidate before they begin searching. A sound hiring system includes an outline of required competencies i.e. skills, motivations, behaviors, etc. for the job at hand. Unless you define these competencies, it’s easy to make poor hiring decisions. • Decide what sets your company apart and market it. Recruiting becomes a snap when your company is known as THE place to work. Identify the reasons why a star player would choose to work at your firm and then aggressively spread the word. • Select for “can do” and “will do”. Most CEO’s say they would hire for attitude and enthusiasm before skill set. This requires finding the candidate’s “motivational fit” up front. Determine what motivational factors are present in the job and culture and at the same time assess what the candidate wants in an ideal work environment and job. Comparing the two profiles will help to avoid mismatches. • Hire an all-around athlete; the game can and will change. Structures are fluid and jobs change constantly. Hire candidates who have a strong desire to learn, are flexible and have a wide range of experiences. • Empower your recruiters and hiring managers. To win the talent war, your hiring staff needs to be armed. Offer them the latest training courses and technology. Allow them to take risks and make decisions. Savvy organizations are realizing that speed is the name of the game. Slashing time off a well-defined hiring process will yield better people faster. Direct Recruiters, Inc., Cleveland, Ohio, is the premier Human Capital Resource Specialists for top companies in Supply Chain, AIDC, RFID, Mobile Enterprise, Packaging and Material Handling. . Since 1983, DRI has been building solid teams in Sales, Sales Management, Marketing, and Technical Support. For more information, contact Shel Myeroff CPC (216) 464-5570 x103 / fax (216) 464-7567/ e-mail shel@directrecruiters.com / www.directrecruiters.com
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