TileLetter’s Business Tip section will periodically feature excerpts and synopses from the new NTCA Reference Manual Business Section. Within the Organizational Development chapter of this document is part one of information on Recruiting and Hiring practices for your company. Part II to appear in the April issue of TileLetter.
There are a number of ways applicants may be sought and recruited:
- Word of mouth around the industry. This method has the best chance to find someone with specific experience in the position to be filled.
- Local Church Employment Services.
- Local or out of town newspapers, it is always better to find someone who lives in the area, but for some positions, it is very difficult.
- Employment Agencies, more commonly called “Head Hunters”. This method is much more convenient, but you still cannot rely totally on the headhunter to get the right person. Remember s/he will get paid if you fill the position, whether the person is the right one for the job is still your responsibility. Using an Employment Agency tends to be expensive, typically 25% to 33% of the first year’s salary of the person hired.
- Writing and placing an ad. It should be short and to the point. Some decisions, which have to be made about the ad, are:
- Whether or not to give the name of the firm. If you do, you will have people showing up at the door or telephone inquiries. Have the receptionist pass out applications, without taking up manager time.
- All telephone inquiries should be handled by the receptionist with “We are not accepting telephone calls for this position; please submit your resume via mail, fax or e-mail.”
- In the event a personnel agency calls in response to the ad, request a brochure/firm information, written fee schedule and references before entering into any discussions about current or future/planned position openings.
- Whether or not to give the salary range offered. Typically, the pay is listed on hourly jobs, but on salaried jobs, you would simply state “Salary DOE.”
- Whether to give a newspaper blind ad, a P.O. box, or the address of the firm.
- Most companies include a request for salary history. Asking for salary history is acceptable. You may even state “Must include salary history to be considered.”
Review all the responses and grade appropriately.
Call those of interest and screen/interview over the telephone, using a prepared set of questions. Keep the telephone-screening interview brief. The purpose is to determine whether a face-to-face interview is warranted.
Schedule personal interviews with those who show promise. On the personal interviews, use a checklist to make sure all the requirements of the position are covered. Utilize the Job Candidate Evaluation Rating Form located at the end of the Employment Interview Questions procedure.
Go through the notes of the personal interviews and invite finalists to a second interview with another firm manager/peer employee. Maximum 2-4 applicants. Don’t settle for someone that is not right for the job, just because you haven’t found anyone better.
If no good candidates are found, begin another round of interviewing.
- Review the pick(s) in order of preference.
- Conduct background check/verification and references.
- Make an employment offer.
- A verbal offer is appropriate for hourly employees.
- For salaried employees, you should make an offer in writing.
For access to this entire document, as well as the information-packed NTCA Reference Manual itself, contact Jim Olson at [email protected] or 601-939-2071about NTCA membership.