Best practice is to have set policies in place to avoid any question of unfair

Best practice is to have set policies in place to

This preview shows page 60 - 68 out of 77 pages.

Best practice is to have set policies in place to avoid any question of unfair hiring issues….
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Advertising Your Position Type of Opening will determine scope of your advertisement Higher level managerial/operations – national Mid-Level Management/Service – regional Entry Level – local Advertising or utilizing recruiting agencies can be very expensive
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Cost of the Hiring Process Position Advertisement – under $100-thousands of dollars Time to review applicants Time to interview applicants Cost to bring in applicants for interview Time/cost for initial training of new hire Money lost during transition Average cost to replace upper management in fitness - $15-20K Cost to a Small Business to hire any supervisory position - $1-4K
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Application Process How are you comfortable receiving applications? Limit unnecessary phone calls Do you want to limit drop-ins or encourage References Is this a local or national search Possible mention of interview process Pay for travel, etc.
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Grading the Applicants Your initial response to any position may be huge, how do you limit? Required/Minimum Qualifications – you will be surprised how many people don’t read or think you will not enforce Preferred qualifications – bonus Desired qualifications – double bonus Sometimes it is just based on “feel” but need to try and make as objective as possible Remember you wrote the job description to “stand out” to the candidate you want…..
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Grading Step 2 Re-Read the cover letter and resume How do you really “feel” about the candidates? How do they present themselves Consult with staff what did they like/not like about past employee Grammatical errors other attention to detail issues Reference List Step 3 – how many are you going to contact
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Evaluating Qualified Applicants Step 4 – Phone Screening Evaluate phone etiquette and phone presence Confirm continued interest in position Ensure their information is correct Evaluate for personal “deal breakers” Review salary ranges, ensure parties are on the same page Job expectations/tasks and schedule needed Might be an initial interview: Ask each person a similar list of basic questions reviewing job description (this is usually where you will get the why are you interested/good fit for this position? Tell me about you scenarios… Do not feel obligated to continue call if not a good fit If interested, try to give timeline This is your opportunity to get questions answered as an applicant
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Differences There is a difference between phone screening and phone interviews…….
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  • Spring '16
  • Natasha Carr
  • Position

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