Metierlink,
a full service recruitment agency representing leading professionals in
Marketing, Advertising, Media and all areas within the Digital
workspace, has compiled a list helpful tips for HR and Hiring Managers
to keep in mind when looking to hire talented professionals.
“As companies start to look at ending their hiring freezes, now would be
the time to remind yourself of some key steps to hiring new talent,”
said Sonia Jairath, president and founder of Metierlink. “Sometimes,
employers are so eager to hire someone to fill a crucial position, that
they forget the key steps that can keep them from hiring suitable
candidates.”
To help make sure that you’ve found the right person for the job, keep
the following seven tips in mind:
1) Write a thorough job description. Standard, short or vague
descriptions won’t attract the best talent for your role, team and
company. Lay it all out on the table, and there shouldn’t be any
surprises when it comes time to interview a candidate.
2) Ask recruitment experts what actual salary ranges and skills there
are for a specific role in the marketplace. More often, candidates have
to be hybrids of different positions to get the job done, so make sure
you’re offering the proper compensation to attract the right talent.
3) Be open to freelance consultants and contractors as support while you
take time to screen candidates. Freelancers and contractors are
generally able to hit the ground running upon arrival, mitigating the
effect a vacancy has on impacting the bottom line.
4) Partner with your recruiter and be as specific as possible about your
team and company’s needs. While reviewing candidates, communicate to
your recruiter what doesn’t work for you so future recommendations will
be a better fit.
5) If you are partnering with others in your organization to manage the
recruitment and hiring process, it's important to make sure everyone has
the latest and most relevant information regarding the status of
candidates. One point of contact should filter clear comments regarding
openings and candidate reviews.
6) Prior to making an offer, ask for 2 to 3 references. They should be
former supervisors or managers. Recruiters should be able to provide
this service and share a detailed reference check summary with you.
7) Ask recruiters to include candidate introductions with resumes. The
introduction should state why a recommendation is a possible match for
your opening. This will save you time and allow you to get to their
relevant skills that may not be clear in a resume.
Help Is Out There
“The good news is, we as recruiters are able to help you find the best
person for the position you’re looking to fill,” said Sonia Jairath.
“Recruiters don’t always enjoy the best reputation. Sometimes the
recruiter you’re dealing with didn’t get to know the company or culture
when they recommend a candidate. Or didn’t take the time to really get
to know the talent. That’s why we at Metierlink are committed to our
highly personal approach to creating better matches. When you call us,
you’ll get the benefit of a vast professional network and our highly
selective screening process.”
For more information on Metierlink and its services, please visit www.metierlink.com.
Or call 646-577-0852.
Early AM Productions, LLC
Ardin Marchetta, 551-221-4809
ardin@earlyamproductions.com