You are listening to Trinity. Employment’s a player matchmaker podcast, starring your host and the cofounder of Trinity employment specialists. Cory Minter. Hello.
Hello, and welcome back to the, a player matchmakers, where I’m always trying to find different ways to add value to job seekers and employers. The title of this podcast is recruiting and hiring top-quality employees and doing that right now is really difficult to do. But knowing what you’re looking for is really, really important. And we’re going to go over some, uh, some action items here. We have several that we’ve, that we’ve got. Uh, if I can get through them, I’ve got 13 here that I’ve, that I’ve come up with. And, um, we’re gonna, we’re going to have to see as many as we can get through in the 10 minutes that I have here, but right now, as all employers quickly learn, there’s a world of difference between a worker who’s correctly matched to the job and the organization. Um, and one who is not finding that right person is really, really difficult with our Tulsa Medical Staffing services.
And the cost of a misheard is extraordinarily difficult and recruiting is changing according to a job bite report. The top ways companies grow employer brand and finding and being able to recruit are through social media, 47% career sites. 21%. LinkedIn is the most-used channel for recruitment efforts used by 77% of respondents followed by Facebook at 63%. However, the report also wants to note that the recruiters using LinkedIn had declined from 92% from the year previous, but it’s really important to find the right match, the right people in the right jobs. And how do you go about doing that? So I’m just going to jump into the action items because you’ve got to figure this out and when you get it wrong, I mean, here at Trinity, we hired an executive, um, that was really a great fit in some areas and not in others.
And that cost was just at a huge, huge cost to Trinity in having the wrong person in some areas. They’re really great, but you’ve, you’ve really got to do due diligence for you. Bring them on. The first thing is, is you need to develop accurate job descriptions. One of the things that a lot of people do is they know that they need the position, but they don’t know exactly what they’re wanting them to do. And then maybe they do in their head, but they’ve not clearly communicated it on paper so that they can share that with the individual, your first step, to make sure that you have an effective job description for each position in your company. Um, your job descriptions should reflect carefully, thoughtful.to the roles the individuals gonna fill and make sure that you, you know, one of the ways that you can do this is taking that job description or take that job title and go research 20 different job descriptions for that job title and find out what is relative to you and we want to get you solid Tulsa Medical Staffing solutions.
And what’s not a lot of really smart people have put together some great job descriptions. And if you take even two or three different job descriptions, you’re going to be able to get a majority of your points communicated well because some people are just really great at communicating that. And if you’re a small company, especially there are people who hire experts at writing job descriptions. And so you can take advantage of some of the languages that they’ve created. Number two, you’ve got to compile a success profile in addition to creating job descriptions. It’s, it’s important to develop a six, a success pro profile of the ideal employee for key positions in your company that are critical to the execution of your goals in your business. And this might include such positions as team leaders, district managers, salespeople, for example, we have great Tulsa Medical Staffing for you and your company, let’s say you currently have 20 salespeople. And within that group, you’ve got four that are the top performers, 12 that are in the middle of the road, and four that aren’t really making the grade. If you could, if you can take an overview of their skillsets, you can even go and take a look at those top performers and see, are there any commonalities between these guys?
What does this a player look like? And then go do your very best to duplicate it. But first, you’ve got to know what the profile of someone who is successful. What does that look like? Number three, once you know, these things draft the ad, describing the position and the key qualifications required. And although some applicants are just going to flat out, ignore these requirements, and they’re going to respond anyway, including the information is going to help you to limit the number of unqualified applicants. Trust me, you’re going to get them anyway. But being candid in the job description is very helpful. Number four, post the ad in mediums or different channels that are likely to reach your potential job candidates. Of course, the Internet’s become the leading venue for job posting, but don’t overlook industry publications, industry groups. Um, you know, I would, I would venture to say, stay away from local newspapers, but just getting out the word to your friends, um, you know, we’re going to be looking for a new salesperson here as an addition to the staff.
And one of the things I did yesterday is I just called my friends. I called them individually and said, Hey, listen, I’m looking for someone with this experience. If you know of someone, let them know about me. And that’s one of the best ways ever. Number five, develop a series of phone screening questions, compile a list of questions that quickly your recruiters can ask over the phone. That’s going to be able to put them in the yes or no pile. You can save so much time by doing this. If you know your deal-breaker type questions, God, that would help so much when you, when you have those identified and you can give those to your recruiters and let them know, especially if you’re a manager and you’re working with the recruiter, this is one of the best ways that you can do it. Listen, we asked for these as a staffing firm all the time, what are some great questions it’s going to help, help eliminate this person?
Because if you look at it, if you’re working with the staffing firm, one of the main things that you need to do as a staffing firm to work together is work together as a team to eliminate. I know it’s the staffing firm’s goal to get the person hired, but if the staffing firm will look at it with the camera, with the customer and go, all right, we’re going to try to eliminate together when it comes to your Tulsa Medical Staffing. Let’s do a great job of elimination upfront. So we save you time. It’s just a great way to recruit. That’s what Trinity does we listen? I just got off the phone with, um, with an attorney’s office and they’re like, listen, you guys did such a great job of eliminating with us and we really appreciate it. You did such a good job of keeping us from even seeing candidates that were not a good fit, such a great, such a great thing to hear, but you need to work with your recruiter.
If it’s an internal recruiter, give them these questions, it’ll help you so much. Number six, review resumes that you receive and identify your best candidates. Um, and, and I would, I would say you do that before. I’m calling the phone screening, but you get a, you get a list of resumes. You have a yes, yes. Pollen to know Paul. And once you post your ad, you’re going to start receiving resumes sometimes many more than what you wish for. And if you know what you’re looking for in terms of experience, education skills, that’s going to help you through these resumes. It’s going to help you look through them much more quickly when it comes to your Tulsa Medical Staffing needs, um, and get into a yes and a no pile. So you can begin to screen them. Um, you know, you’re obviously gonna want to call and screen those by phone. Hopefully, you’ve got those questions set up and then you’ve got to select candidates for assessment. Um, based on the responses to your phone interviews, hopefully, you’ve got a great relationship with your direct manager. If you’re a recruiter and you know, those questions, you’ve eliminated them. And then you’re going to access your potential candidates for their skills and ask them about it.
Ask your manager, if your recruiter asks the direct manager, what are some really great questions that you wish that you had the answers to? And then as a recruiter, write down those questions, get that answer, write down the answer with great notes and send it over to the manager and say, this was the question you asked, and this was the response. Is this someone you would like to meet with? You should be able to do that in two to three questions. If you take really good notes for your manager, it’s, it’s really gonna help out a lot.
The success profile that you create for each position is going to help you determine what kind of behavioral traits are important for the position. For example, um, you would expect a successful salesperson to be an extrovert. On the other hand, someone filling a clerical position might be more introverted and you can, you can categorize them and make sure and minimize the margin of error is what you’re trying to do. Number 10, scheduling conduct candidate interviews unless you’ve selected candidates based on previous steps. You know, you schedule and conduct interviews use a persistent set of 10 or 12 questions to Mainstage a structured interview and offer a sound basis for comparing applicants if you need the best Tulsa Medical Staffing around. Listen, guys, have a set of questions set up and ready to go. And don’t deviate from it too much. That way you have a good basis to, um, compare candidates with, because you’re comparing them based off the same subset of questions, make your offer to your candidate and make sure that you’ve collected all the information you need to during the interview process and that you understand what it is that they’re looking for in the salary compensation, make sure that you hit on all of the things if possible, that is important to that candidate in your job offer.
I hope that this helps you in just thinking through there, the, you know, hiring a top-quality employee and making sure that you get all of these processes right in that you have, you’ve thought about them. You’ve thought about the process. So you don’t lose top quality candidates in the middle of it. If Trinity can help you in any way, give us a call at (918) 622-2588, or you can visit us online for a lot of great information on our website at Trinity employment.