• Best practice is to have set policies in place to avoid any question of unfair hiring issues….
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
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
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.
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…..
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
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
Differences • There is a difference between phone screening and phone interviews…….
You've reached the end of your free preview.
Want to read all 77 pages?
- Spring '16
- Natasha Carr