Whether you manage a few employees or hundreds, you need to find the right combination of attitude and skills, to strengthen your organization's culture, sense of team and bottom line.
The reality is if you are struggling to fill immediate needs and vacant positions just to keep your business running, it can be very difficult to find the right people. It’s critical to plan your recruitment steps in advance.
Consider all available labour pools when searching for talent. Always prioritize local and regional workers particularly under-represented groups.
These include:
Having exhausted all local labour options, sometimes we must look outside of your provincial and even national borders.
Career fairs and recruitment missions, domestic and international, can be very effective activities to assist in finding the talent you need to effectively maintain and grow your operations.
Once you have selected the successful candidate and they have signed back their offer of employment, you will need to follow up with the other candidates to let them know they were unsuccessful.
Use this evaluation form to objectively assess and rate a candidate’s knowledge, skills, education and experiences relevant to the qualifications of the job that they are applying for.
After selecting the best candidate, you need to make a job offer. A verbal job offer should be followed by a formal written employment offer to ensure that you and the candidate are fully aware of the terms and conditions of employment.
Although most companies ask for references, few follow through on completing reference checks. To ensure you hire the best candidate for a position, checking references with previous Managers/Supervisors is strongly encouraged.
Making a hiring decision is an important decision. It is easy to hire a less-than-ideal candidate to fill an urgent or critical position during a busy working season, thinking they will do for now, but it can be a costly mistake. Therefore, it is important that employers exercise due diligence when hiring staff.
A quick and easy to use template when checking references for your potential new hire.
When the evaluation process is complete, you are ready to make a final hiring decision. Take time to review your shortlist of candidates. Evaluate each person’s performance throughout the recruitment process (interviews, reference checks, etc.), review the job description and requirements, consider the best fit for your current team.
Tips on where to find the ideal candidate for your position.
List of questions to consider before hiring to fill a position.
Tips to help you create the best job description to allow you to find the ideal candidate.