Nine Steps Every Recruiter in San Francisco Should Follow

June, 2014 by

You have probably already learned that there is a big difference between a worker that has been properly matched to a job and one who has not. To match an employee to a job, a Recruiter San Francisco needs a structured selection program.

Accurately describe each job. Make sure each position within your company has an effective, accurate description. Each description should give consideration to the role the applicant will fill, the skills they will need, and personality traits that can help them do their job.

Assemble a profile of the perfect employee. In addition to a solid job description, you will need a ‘success profile’ for each position within your company. This list includes positions like salespeople, team leaders and district managers. Profile each person within these groups to identify attributes and skills that are common to the top performers, and are lacking in other groups. With this information, you can develop your success profile and select the applicants who are most likely to prosper.

Write the advertisement. Describe the position and its qualifications. Although you will get some responses that don’t fit the description, including the information will help you weed them out more easily.

Post the ads in places where potential candidates are likely to find them. The Internet is a great place to post job openings, but you shouldn’t forget about industry magazines and your local newspaper.

Put together a list of screening questions. Having a list of appropriate questions for a Recruiter San Francisco to ask during preliminary interviews can help to quickly find the right candidate.

Review the submitted resumes and select the best candidates. Once you post an ad, you will begin to receive resumes. If you get more than you expected, it is important to know what you need in terms of skills, education and experience.

Assess each candidate with a proven tool. Phone interviews and resumes can only give part of the picture, and you’ll need another way to analyze the cognitive reasoning and behaviors of each applicant. Reliable testing can tell you whether a particular candidate is thorough or lackadaisical, and it can tell you much more.

Schedule interviews. Once the Recruiter in San Francisco has narrowed the field, they should interview each candidate using a consistent set of questions.

Make your selection and offer. After matching an applicant to a job, perform a background check to find potential problems.

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