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Monster Video: Best Practices for Today’s Recruiting Landscape


How can you pick a winner when recruiting top talent?

Finding the best candidate is about having a few best practices in place, says Emily Bennington, author of Effective Immediately: How to Fit In, Stand Out, and Move Up at Your First Real Job.

In this Monster video, Bennington reviews some key elements to help you hire a winner, such as clarifying the job's competencies and a well-planned interview process.

Video transcript

By: Emily Bennington

With the unemployment rate being what it is, you’d think companies would have a relatively easy time finding applicants for open positions — and you do, right?

Finding the best applicants on the other hand…? [Sound of car crash]

This makes the all important interview even more all important.

Fortunately once you decided on the candidates you want to bring in, there are a couple things you can do to ensure that you really pick a winner for your business.

First up, you want to be consistent.

After all the interviews are over and you’re looking back through your notes, it’s going to be really tough to judge one candidate against another if you weren’t asking them the same interview questions.

So a really simple way to handle that is to create a one page score card with the same questions and criteria for each candidate. That way everybody’s on the same page when it’s evaluation time.

The second tip is to have more than one interviewer talk to your applicant.

Now I know that a lot of you are small business owners and you barely have enough time for the interview yourself, much less pulling anybody else in, but just like with your doctor, it’s always good to have a second opinion. Otherwise you might end up hiring the person you like who might not be the best person for the job.

The third tip — and I can’t say this enough — is to hire based on competencies. Of course this means you actually have to know what kind of job skills you’re looking for.

Do you need somebody who’s really good at taking marching orders or do you need someone who’s more of a coach and communicator to rally your troops?

Really take a look at your organization to see where the holes are so you can see what kind of skills will be a fit for you, otherwise you could get stuck in that dreaded cycle of hire, fire, hire.

And finally, you might have a candidate who could be a great fit but they’re just not a good interviewer.

If you have somebody that you kind of like but you’re just not sure about, give them a couple questions in writing in advance for the second interview. Give them a deadline so you can see if they meet it and then be prepared to discuss their answers in person.

I’m Emily Bennington and I hope this advice helps you find the rock stars you’re looking for.

More insights from Emily Bennington:

Monster Video: New Employee Orientation

Small Business Trends to Watch in 2012

Small Business Financing: Raising Capital in this Economy