RECRUITING FUNNEL STEPS
STEP 1 – PRE-SCREEN – This is an opportunity to quickly weed out the candidates who are not a viable option. Checking for red flags and verifying the candidate meets the minimum requirements is essential at this step. The prescreening can be done while reviewing resumes and also with a phone call.
STEP 2: INTERVIEWS & ASSESSMENTS – Interviews are the most common selection method. Generally speaking, structured interviews are the most effective. Structured interviews include a specific set of valid questions to help hiring managers consistently evaluate candidates in the selection process. Behaviorally based interviews are very effective because they focus on experiences, behaviors, knowledge, skills and abilities that are job related. It is based on past behavior which can predict future behavior and performance. Tests and assessments are a good method in which to determine such things as personality fit, emotional intelligence and other characteristics of the candidate. It is important to note that the tests and assessments must be relevant to the position.
STEP 3: REFERENCE CHECKS – Speaking to various references of the candidate will help verify information the candidate has given you on the resume, applications and interviews. It will also give additional insights into the behavioral characteristics of the candidate.
STEP 4: CONTINGENCY OFFER – Evaluate your candidates and make the decision based on which candidate would best meet the criteria for the position. Make a verbal offer and follow up with a written offer including all details of the offer.
STEP 5: BACKGROUND INVESTIGATION – A background and drug test is strongly suggested to protect against liability and to do your due diligence. Ensure that the candidate knows their hiring is contingent on passing these tests. Defining your funnel, pouring in the correct material, and knowing the process steps of the funnel, will all help in a great candidate coming out at the end. To help this individual reach their full potential, ensure that you develop them so that you set them up for success and not failure.
Selecting people for positions is the most crucial and potentially the most valuable human resource process. Locating the right individual with the right qualifications will help an organization progress and become more successful. On the other hand, selecting the wrong individual can cost an organization a lot of time and money. The selection process can be thought of like a funnel. First you must determine what the funnel is, what will flow through the funnel, and what steps there are in the funnel to take a large pool of candidates that will eventually flow into one ideal candidate.
WHAT IS THE FUNNEL? – The funnel is the position that you are hiring for. The nature and expectations of the position must be determined. The current job description should be evaluated to see if it accurately portrays the true job functions. If there is not an accurate job description, or in some cases no description at all, one should be created. Job competencies are also very critical success factors that lead to enhanced performance. The identification of core competencies that alight directly with key business objectives is essential.
WHAT IS BEING POURED INTO THE FUNNEL? – The candidates for the position are what are being poured into the funnel. There will be many that are poured in; however, for the ideal candidate to flow out at the end of the funnel, the ideal candidate must be defined from the beginning. The person that should be sought out is an individual who will be able to translate into the behavior expectations required specific for the position, your business strategy and your organizational culture.
It is also critical to know how and where you will advertise the job so that as many qualified candidates are entered into the funnel. The first aspect to consider is finding the right audience. Be cognizant of the fact that not all job seekers are actively pursuing new jobs, but merely putting out feelers to see what is out there.}
Once you have determined who the right audience is, you must decide where you will place your ad. There are internal sources available such as a job posting in the office, employee referrals, and success planning. External sources of recruiting include professional associations, high school and technical schools, college and university recruiting, media sources & job fairs, consulting firms, and employment agencies.
Internet recruiting has some major advantages and some disadvantages. Some advantages are recruiting cost savings, recruiting time savings, and an expanded pool of applicants. The disadvantages are that there will be more unqualified applicants that apply, additional work for the HR staff, and many of the applicants are not seriously seeking employment.
After you know who the target audience is and where you will advertise, a recruiting advertisement must be created. Information on the organization and the job, process of application, and desired qualifications are areas that should be included on an effective job advertisement.