7 Steps for an Effective Recruiting Process

7 Steps for an Effective Recruiting Process 
BY: Cindy Boisvert
In a world where everything happens very quickly and where we relentlessly try to save time, it may be tempting to try to eliminate what we consider to be less important.When it comes to effectively recruiting new resources for a position with an established job description, there are steps that should not be neglected, even if some of them may seem unnecessary at first glance.Here are seven essential steps in an all-inclusive selection process to be as successful as possible in your hiring efforts!

1- Job posting: choosing the right platforms

Word of mouth is an effective way to communicate the benefits of your company and its culture, but is it the most appropriate way to find a suitable candidate? Maybe not.

Post the job position on the right platforms and ask yourself who will be receiving and/or transmitting your message. Consider social networking, job search sites, professional orders, bulletin boards, universities, newspapers, SEO on your website, etc. The possibilities are endless!

2- Curriculum Vitae analysis: adequacy with experiences

The initial step that eliminates the most applications is the analysis of all curriculum vitae. In addition to identifying candidates who have the required professional experience, you are capable of identifying the next generation of workers, by giving those who have acquired their knowledge through school a chance as well.

Take time to read every CV and keep the interesting applications at your fingertips. You may find a certain CV to be better suited for a future job posting.

3- Psychometric testing: better plan the next steps


Before undertaking the first human contact with the candidate, require him/her to complete a psychometric test. The information revealed in a scientifically validated test will identify aspects of their personality and situations with which your candidates will be more comfortable.

This step is not intended to be an imperative eliminator of applications, quite the contrary! It is rather to better identify strengths and elements to work on and/or monitor in your next steps. Think beyond the interview; if the candidate is selected, this tool will be as valid in a context of organizational development and will accompany him/her in their new challenges within your organization.

And, as you are certainly always trying to find ways to make the most of your time, you can integrate this step directly onto your website. Take, for example, DFSIN – Partner of Desjardins Financial Security, who includes a psychometric test directly on their recruitment website.

Also, if you have pre-determined standard job norms for a given position, the chances of success increase further by comparing the profiles of individuals to the corporate norms (job standards) that you have determined. The norms specify the behaviors, personality traits, and skills that are ideal to maximize the performance of the individual in a given position.

4- Telephone interview: the very first “first impression”

Take the time to question your candidate by asking some general questions (related to their availability, the desired salary, etc.) and take the opportunity to ask a question or two about what has emerged from their test with regards to the position’s requirements.

Since there is no second chance to make a good first impression, you will be one step closer to hiring your right candidate.

5- The in-person interview: to validate and predict

After gathering the required information about your candidate, asking about specific aspects of his personality, and having confirmed their expectations for the position, a meeting is required!

If you have a general interview protocol, adapt it depending on the position, but also according to the candidate. For example, if information on the candidate’s level of organization emerged from the previous steps, ask a question that will involve his skills when faced with more spontaneous situations.

6- The second interview: to clarify the skills

For very specific positions, a second interview is sometimes appropriate, whether for a technical position, for an interview with one of your partners, or a supervisor.

Make sure to review the information and answers gathered in the previous steps; they will probably be useful in this second meeting!

7- Checking references: another check-up

Validate the references provided; previous jobs, academic training, etc. For more extensive job positions, you may want to validate criminal records or credit histories.

Several companies offer turnkey services to audit candidates for you; do not hesitate to entrust them with this task if you think this will positively affect your ROI.

Obviously, depending on the position sought, there are steps you might want to forgo (example: the second interview). Ask yourself which stages are really essential to meeting your needs. The important thing is to try to learn as much as possible about the candidate, while still meeting expected deadlines. Validate their experiences to get familiar with their past, but also confirm their natural behaviors. This will accompany you both in the future.

That’s it, you are now ready to make your offer! If you have eliminated candidates at any stage of this process, take the time to inform and thank them. You never know who you might meet again on your professional path.

How To Write The Perfect Resume

“Despite the rise of social media and online job applications, the cover letter and resume combination is still the cornerstone of a successful job search. Because of that, one of the questions we hear most often from job seekers is “What should I put on my resume?” In fact, we hear it so often that we decided to look at our data to help job seekers create the perfect cover letter and resume.

To determine which resume strategies were the most effective, we looked at our resume database, where hiring managers can rate candidates on a scale of 1 to 5 Stars. We analyzed our database of over 3,000,000 resumes to see why some got the highest rating – and a chance at landing the candidate a new job – and why some got the lowest rating, and ended up in the virtual trash.

By looking at keywords, length, and sections, we were able to create a profile of the perfect cover letter and resume: what you should include, what you shouldn’t include, and plenty of tips to help your resume and cover letter stand out from the crowd.

The Perfect Cover Letter

First, let’s answer a question that we hear all the time: Should you use a cover letter?

Yes! Cover letters increase a resume’s chance of receiving a Five Star rating by 29%.

Our findings also give clues as to what you should include in a cover letter:

Your Mother Was Right… Politeness Matters

A cover letter is the first chance you have to impress an employer – or to turn them off permanently. Wondering how to impress? We found that the phrase “Thank you for your consideration” was included in 10% more Five Star resumes than One Star, which means that your mother was right: politeness is important. Definitely thank the reader for taking the time to read your cover letter.

Display Confidence That You’ll Get The Job Done

Also, be aware that an employer has posted the job you’re applying for because they have a problem. Whether a long-time employee recently retired, or the company is growing quickly because of strong sales, the employer has a need that must be filled. We found that it’s important to present yourself as a solution to that problem, and not as work in progress focused only on your own career trajectory. Words like “learning”, “develop”, and “myself” have a strong correlation with One Star resumes, meaning that employers want a team player who is ready to start contributing to the business on Day One.

The Perfect Resume

Keep it Relevant

When you sit down to write your resume, one of the first decisions you’ll have to make is what to sections to include. We found that resumes containing the following sections are 1.7 times more likely to receive a Five Star rating:

Work History
Which makes sense – employers want to know everything about you that may be relevant to your ability to perform the job they’ve posted.

What Not to Include on Your Resume

Sections that employers find irrelevant are Languages (somewhat surprisingly) and Personal Interests and Accomplishments (not surprisingly):

Languages Spoken: Mention any additional languages spoken if the job calls for bilingual candidates, but otherwise save space and leave it out.
Personal Interests and Accomplishments: Leave out your hobbies and keep the fact that you won a spelling bee in 5th grade to yourself – employers don’t care.
Including these sections can make it 24% less likely for a resume to receive a Five Star rating.

Use Power Keywords

When we looked at how certain keywords affect the Star Rating of resumes, we found that words that implied management skills (not necessarily as a manager: time management is an example of a management skill everyone needs to have), a proactive stance towards working (“responsible”, “support”, and “client” speak to that) and problem solving skills (“data”, “analysis”, and “operation”) were the most highly rated.

Additionally, using these Power Keywords in your resume can increase your chance of a Five Star rating by up to 70%:

Remember, though, that keyword stuffing will more than likely lead to your resume being discarded. Make sure you only include words that are relevant to your skills.

Keywords to Absolutely, In All Cases, Avoid

You’ll also want to avoid keywords which may give employers the impression that you’re inexperienced, require a great deal of training, or are put off by hard work. These negative keywords have a strong correlation with One Star reviews, with up to a 79% greater likelihood of receiving the lowest rating:

Find the Goldilocks Length

Resumes between 600 and 700 words in length were rated much higher than resumes that were less that 500 words long, and anything over 700 words began to trend towards lower Star Ratings. Keep your resume in the 600-700 word Goldilocks length (not too long, not too short).

Our data also shows that your Summary should be between 90 and 100 words in length, and that your Objective should be approximately 30 words long. Following these length guidelines results in a 30% boost in the chances of receiving a Five Star rating.”


By Scott Garner 

Re-Blog: Use Your Inside Voice by Drew McLellan

When people think about marketing, they typically think about external marketing – marketing tactics aimed at potential customers. But no business can afford to forget to actively and regularly market to their employees.  In fact, your employees should be your #1 audience.

I’m not sure why business owners and leaders don’t see the importance of targeting their employee base, but it’s often either completely forgotten or it’s one of the smallest line items in the budget.

Why is marketing to your own employees so important? Who usually interacts with your clients?   It’s not you. It’s not the CEO.  It’s the front line employees. Typically, the employees who are paid the least and told the least – interact with your customers the most.

So, to your customers – those employees embody your brand. How confident are you that those employees even know what your brand is, let alone how they should deliver it?

There are some ways you can consistently market your core messages to your internal team.

Mission, Vision, and Values:  95% of companies use these tools incorrectly. They’re either too long, too full of jargon or so full of clichéd words that they are absolutely ineffective. If every employee can’t understand and recite them from memory — they aren’t going to do the job.

Just as a reminder – Your values are the guiding principles or beliefs that set the tone and boundaries for the work you do.

Employee handbook/orientation:  What you deem important enough to include in your handbook and your orientation speaks volumes. Don’t just talk about the functional aspects of the job. Talk about their role in the company and how they influence and communicate the brand. Also take the time to tell them how the brand came to be and give them some tangible examples so they can begin to connect in a real way to the ideals of the brand.

Employee recognition and reviews: If it matters enough to you to make it a part of an employee’s review or in the way you reward employees – they’ll understand that it must be pretty important. When you recognize an employee for something specific in front of the entire team – believe me, they take notice.

They should see everything first:  Most employees see their company’s new brochure, TV spot or website the same time the general public first views it. I’ve seen many a retail employee get blindsided by a coupon, special offer or sale that they didn’t know anything about. Make a commitment that you’ll find a way to give your employees first viewing rights to all your marketing materials.  Otherwise, they rightfully feel like an after thought.

Tell them the whole story in real time: Usually employees hear about a great marketing initiative after the fact. They hear about the record sales or huge product demand once the consumer has reacted.  Instead – unfold the story as it is happening. Tell your employees about the research and development discoveries. Show them the early comps of the packaging.  Depending on what you sell – let them be beta testers. You get the idea – bring them along on the journey so they’re better equipped to talk to your customers about the new offering.

Not keeping your employees in the loop is a little like buying an ad in the local paper or trade publication – and then not filling the space with anything. Your employees are going to interact with your best customers and most promising prospects. Do you want them to be full of accurate information or a blank slate?

It’s your call.

McLellan Marketing Group is an advertising | marketing agency based in Des Moines, IA, and serving clients all over the US.

Benefits to using Recruiters

“Why Use a Recruiter or Recruiting Firm?

Work with recruiting professionals that have the expertise…an effective recruiter will:

  • Spend time understanding the client’s job description, culture and organization to insure they have the right candidate.
  • Focus their attention and direct their efforts to your job openings, generating qualified candidates more efficiently.
  • Find the “needle in the haystack” by networking into organizations to find the “passive candidate” market.
  • Go far beyond the customary process of finding candidates through job boards or advertising; cold call recruiting and networking is what they do best.
  • Pre-qualify candidates, saving you time and increasing the effectiveness of your hiring process.
  • Typically present 3-5 qualified candidates saving you the time of filtering through a pile of resumes especially in today’s economic market.
  • Insure a fast, efficient and effective process to get you the right hires.
  • Market the sizzle of your company while networking with prospective candidates.
  • Keep you up to date on the recruitment process and give you feedback from the marketplace on issues arising during the search.
  • Provide a confidential search if the company does not want to “go public” with the position.
  • With the high demands of the HR departments, HR professionals do not always have the time to maintain an external professional network that can often result in qualified candidates; this is just one of the benefits of an HR department using a recruiter. Networking is an expertise that recruiters perform on a daily basis!

Why use a headhunter? Recruiters are there to assist you with all phases of the job search and will:

  • Take a complete job order and perform an in-depth interview with you and/or the hiring managers regarding the position, current team and ideal candidate.
  • Source (both active and passive) candidates.
  • Screen and present qualified candidates for interviews.
  • Prepare you for the interview and provide information on the candidate in addition to their resume (current salary, vacation, benefits, etc.).
  • Prepare the candidate for the interview with information on the position and your company.
  • Follow up with both parties and provide feedback.
  • Check references.
  • Negotiate an offer and act as a liaison to answer difficult/uncomfortable questions (e.g. previous vacation time planned, financial package, relocation package, multiple offers, resignation, counteroffers, etc.).
  • Work hard to insure that the offer will result in an acceptance!
  • Providing your HR department or business with information on how to use a recruiter or headhunter more effectively is one of the goals of Recruiters Connection.”

Best Foot Forward

In today’s job market, applying for a position is just a click away…for pretty much everyone. On average hiring managers eliminate 50% of applicants within the first 20-30 seconds of reviewing a resume. So the question is, how do you stay above the elimination line? A smartly chosen email address, a personalized cover letter, and a sound resume will help get you one step closer to the face to face interview.

Your Email Address
While declaring your loyalty to the greatest team to ever grace the field care of maroonout@genericdomain.com or your undying love for sky high heels via 6inchredsole@domain.com is great for trading memes with your peers, it isn’t exactly a confidence instilling introduction. A simple, well chosen version of your name, and a few numbers if needed is the best possible route to avoid the immediate axe.

Your Personalized Cover Letter
Everyone loves the sound of their own name; this bares repeating; EVERYONE loves the sound of their own name. Search engines are a beautiful thing; utilize them. Better yet, this is where a recruiter can be a fantastic asset for you. We already know the hiring manager, chances are we helped place someone in their last available position, and we know exactly what gets them excited about a potential candidate.
The content of your cover letter should be specific examples of how you have excelled in regard to the qualifications and skill set they are looking for in a new employee.

Your Resume
It helps to do something that makes your resume stand out, like misspelling everything and attaching a picture of yourself. …or whatever you’re most comfortable with. On a serious note, Hiring Managers have a few standard elements they look for when initially scanning a resume; location, industry, function, level, experience, education, certification, turnover and resume function. More specifically they will be looking for keywords associated with position they want to fill. Just as with the cover letter, this is where a recruiter can play a crucial role in helping you land your dream job. We know the intricacies of the company as well as the people and can assist with aligning your resume to best reflect your skills and qualifications in regard to the position.