The how-to’s of hiring
Saturday, July 23, 2011
Posted by: David Drennon, VP, Marketing+Business Development
The how-to’s of hiring
With unemployment rates high, firms overwhelmed with applicants
Premium content from Phoenix Business Journal - by Yvonne
Date: Friday, July 22, 2011, 3:00am MST
Arizona’s 9.1 percent unemployment rate makes for a
cutthroat hiring market where employers in a position to hire can be
overwhelmed by the number of applicants.
Small-business owners that have no human resources
departments or resume-scanning software often handle hiring on their own, which
can be a difficult task, said Marcia Rhodes, spokeswoman for WorldatWork, a
global human resources association based in Scottsdale.
"Especially as the economy recovers, a lot more employers
are starting to hire, and they get overwhelmed,” she said. "If you don’t have
the budget for a third party or even the software, what do you do?”
Even before the resumes start flooding in, employers need to
start weeding out candidates and getting the word out to those most likely to
be qualified. Use current employees as sources to refer people to apply, and
seek out passive candidates by looking at LinkedIn profiles and doing keyword
searches, she said.
The job posting needs to be specific to avoid confusion.
"Instead of saying ‘communication manager, say ‘social media
manager’ so candidates know exactly what you’re looking for,” Rhodes said.
Posting the opportunity on targeted employment sites, such
as PRSA.org for public relations
professionals, can help get the word out to a specific group of job seekers.
Once the resumes start pouring in, home in on the work
history and company tenure to narrow the list of candidates.
"An average recruiter only spends 30 to 60 seconds reading a
resume, and they’re looking to exclude, not include,” Rhodes said.
Cut applications to about 20 people, then do phone
screenings of about 15 to 20 minutes each. Based on these phone interviews, cut
the list down to five people to invite to a face-to-face meeting.
"Make sure you have all the people that need to interview
that person on standby, or do a panel interview,” Rhodes said. "That would be
David Drennon, vice president of marketing and business
development at the Arizona Small Business Association, said the cost of hiring
a third party to handle the application process is worth it.
"The deluge of resumes could set you back weeks, if not
months,” he said. "A recruiting firm can shorten the time frame, plus quickly
identify active candidates with relative experience.”
Accent Hiring Group President Mark Staudohar said a third
party not only can make the process more efficient, but also can ask questions
small-businesses owners might not think to ask.
"They don’t necessarily ask questions about candidates’
salary histories; they don’t probe to identify job gaps, the size of the
organization or department the job seeker worked for in the past, and don’t get
into the personality traits of the candidates,” Staudohar said. "A lot of
small-business owners just don’t have the experience of reading hundreds and
hundreds of resumes a month.”