Management Training Tips:
Effective Team Management Recruitment and Retention Strategy - Four Hour Process
Would you like to discover a simple process that would cut the time team management spends recruiting new people down to only few hours and maintaining a very high standard? You would, wouldn't you?
What I would like to do in this article is to introduce team management to a very simple yet successful hiring process known as the "Four Hour Format."
Admittedly this process may be a new way of recruitment for your team management and your company and by the end of this article I guarantee you that you too will fall in love with it just as I have.
One thing to keep in mind though is this: "if team management don't change the system or process of hiring that you've been using thus far, then you'll simply get more of what you've already got." To help you understand whether you have a good recruitment process, I want you to think of this for a moment; if you were to sack every single person in your business who would you rehire again without asking a single question? Now if you answered this question with everyone, then congratulations you are one in a million, otherwise you will need this process.
Here is how the hours tick in more detail:
1st Hour: Generate interest for the position
- Develop job/position description to include: Roles, Responsibilities, Tasks, Duties, Skills Required, Hours, Pay Range, Minimum Age, etc.
- Develop an Advertisment
- Identify lead sources, look or post: within own organization, in your door/window, in local and daily papers, government and student employment bodies, colleges, Universities, company newsletter, website, etc.
2nd Hour: Phone screening of leads
- Set up a dedicated voice mail for phone screening.
- Create a script for team management and record it on a voice mail
- Ensure that both Job/Position Description and the ad lead to the dedicated voice mail box message
- Listen to responses and filter based on their answers
- Call and request resumes from good candidates
- Qualify candidates by comparing resumes/CVs to job description
- Develop a short list of candidates
- Have the short list of candidates fill out application forms
3rd Hour: On-site screening of applicants
- Arrange group or individual meeting, this depends on number of positions and number of responses and roles on offer
- Design on-site screening to suit the position basing it on the 3 most important responsibilities or tasks for position
- Discuss role with candidates
- Short list the most of candidates (2 to 4)
4th Hour: Final interview with team management and hire
- Conduct individual One-on-One interview of the short listed candidates
- Create a set of questions to discover past experience relating to skill set and tasks required for position
- Have candidates complete Behavioral Analysis (DISC) and Meta-Programs, Values, etc.
- Use same set of questions for all interviewees
- Rate the responses on each question on a scale of 1 to to 10, record comments
- Rank short listed candidates based on their scorecard
- Check references using a predetermined set of questionnaires
- Make offer to the top scoring candidate
- Complete all necessary paperwork such agreement/contract, tax forms, etc
This process is so simple, I mean really simple! Once you have mastered it you can teach it to the rest of team management in your office and have them follow it with great ease. As team management learns this process, they will find other places where it could be useful to use it. You might surprise yourself! Now I am not suggesting that you could use it for every role in your organization but you might want to try it out for yourself and see if you could reap the rewards for its successful implementation.
Joseph Warda:
http://activebusinesscoach.blogspot.com
Subject: Team Management
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