* Effective recruiters identify candidates through multiple sources. The Internet is today's go-to resource, hosting sites that range from free local online bulletin boards to giant job search platforms. Savvy employers find niche websites that target their market and don't limit their efforts to the Web. Employee referrals, constant networking, and staffing services create a pipeline of candidates when openings occur.
* The actual interview can be the core of the process, but it involves more than the time spent talking to the candidate. Smart interviewers prepare questions after reviewing the job description, resumes, and applications. Post-interview assessment and follow-up completes this phase of recruitment and selection.
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Applicant Flow Log
* Candidates apply in a trickle or a wave, but employers need to track all the information in a file, spreadsheet, or applicant-tracking software. Including data about the source, qualifications, and interview results will provide organization, help in ranking, and prove useful for future searches. The candidate for the next job may be interviewing this week.
Reference and Background Checks
* Reference checks can be cursory confirmations of dates of employment and wages, or more in-depth conversations about employment. Since candidates are unlikely to provide references who will be negative, specific questions must be asked to get examples of performance and accomplishments. Confirmation of education, credit reports, drivers license, and criminal background reviews can also be important parts of background checks, depending on employer industry and needs.
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