A Direct Path to Hiring Great EmployeesWritten By Mary Seaman
Article Date: 06-01-2004
Copyright (C) 2004 Associated Equipment Distributors. All Rights Reserved.
The process begins with an open position and ends when you find the right candidate for the job.
AED has teamed with Candidate Resources to make recruiting, screening and hiring the best job applicants easy. Here’s how it works:
Write A Job Description
Preparing to recruit and screen candidates for a job opening should begin with a look at current employees in the position to determine the new employee’s responsibilities. Be sure there is a clear business need to fill the position before beginning the hiring process, says Del J. Still, author of High Impact Hiring.
Next determine the job requirements — the characteristics the ideal candidate should possess. As Walter Anthony Dinteman, author of Zero Defect Hiring, puts it, this part of the process is used to “paint a picture of the perfect hire.”
With the attributes necessary for the ideal candidate and the jobs requirements, you’re ready to update the job description.
A good job description, Still says, will guide your candidate search. The job description should be a snapshot of the open position, and thoroughly explain the job’s essential functions, hours, reporting relationships and required qualifications.
According to Hiring and Keeping the Best People,” written by the Harvard Business School Press, “a clearly written, results-oriented job description can shape the beginning of the employee relationship, and can help everyone understand the mission, culture, needs and goals of the company.”
Every job description should include:
And remember: The Americans with Disabilities Act requires you to identify the main functions for which the job was created.
Example: As the hiring manager of Imaginary Equipment Co., you have an opening for a parts manager. You determine there is a definite business need for the position, list the attributes the person you are looking for should have, and then create a job description.
The parts manager is responsible for the direction, coordination and evaluation of the parts department, especially in terms of meeting the needs of the customer and the service department.
The company’s mission is to provide the best possible products and services to its customers.
Essential Duties/Responsibilities: Reporting to the operations manager, the parts manager is responsible for the accuracy of the parts inventory; weekly evaluation of the stock requirements and parts inventory levels; organize and supervise the company’s biannual inventory; oversee the stockroom and parts department employees; supervise two non-supervisory employees; carry out supervisory responsibilities including the interviewing, hiring and training of employees and the planning, assigning and directing of work; appraising performance, rewarding and disciplining employees and addressing complaints and problems; other duties as assigned.
Qualifications: Bachelor’s degree or one to two years of related work experience and/or training. Also required are excellent written and oral communication skills, a basic understanding of mathematics and problem solving skills.
Other conditions/requirements: All requirements are subject to possible modification to reasonably accommodate individuals with disabilities.
Post The Job Description On AED’s Employment Center Website
AED members can use AED’s Employment Center at www.aedcareers.com or work with Candidate Resources to develop a custom Employment Center.
- Job title
- Primary tasks/duties
- Reporting relationships
- Experience/education requirements
- Salary range
To use AED’s site, contact Candidate Resources to obtain a secondary code to allow you to navigate the site.
Write Prescreening Questions
The first step in using Candidate Resources’ online Employment Center is choosing prescreening questions. Candidate Resources has more than 300 prescreening questions to choose from, or you can write your own.
Choose or write approximately 10 questions candidates can answer to allow you to ascertain how closely they fit the qualifications. Think of prescreening questions as “knockout” questions; they help eliminate candidates who do not meet your requirements.
For example, if you want a candidate that has a bachelor’s degree and/or at least two years experience, you would ask candidates if they meet that requirement.
Do you have a bachelor’s degree and/or at least two years experience? Yes/No
When you log onto the administrative side of the Employment Center, you will see a percentage for how the candidate scored on the prescreening questions. Those candidates who scored less than 50 percent can be moved into the deletion folder.
Excerpted from June 2004 Construction Equipment Distribution.
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