Car Wash - Spring 2015 - (Page 97)
0CR I ITIN
BY CL AU DI A S T. JO HN , SPHR , SHR M-SCP
THESE DAYS, IN-HOUSE recruiting has never been easier. Gone are the days when
an employer's only good option was to use expensive professional recruiters in order to
access their proprietary lists of candidates. Now, qualified candidates are a key-stroke
away. That said, simply having access to these resources does not mean that businesses
are improving their success in finding A-level candidates. What they are realizing is
that sourcing top talent is still quite labor intensive and making the wrong hire is still
far too easy to do.
Here are some tangible steps you can take to vastly improve your chances of success:
Be clear about the position.
Before you post a position, take the
time up front to understand the position you are recruiting for, including
all responsibilities and tasks associated
with the job. More often than not, our
clients discover that the top task they
are focusing on in their hiring efforts
is not the one that takes the most time.
If you are more clear about the requirements of the position, you will have a
much better chance of attracting candidates who are best suited for the job.
job board options.
There are dozens and dozens of job
boards out there. Take some time to
research the best place to post your
position. Before you spend money on
Monster.Com or CareerBuilder.com,
consider a more targeted approach
before you hit the big boards. Ask colleagues in the industry where they have
found success. For sales and professional positions, LinkedIn can be a
goldmine, and often there are industryspecific LinkedIn groups that have free
job boards. Bottom line: research all of
your job board options and be strategic
about where you post your position.
If you have an idea of where you might
source your talent but are uncomfortable cold-calling them yourself, consider hiring someone - a friend, an
intern, a consultant - to make those
calls for you. All your headhunter-forhire will require is a phone book, a clear
understanding of what you're looking
for and a professional manner.
Structure your screening.
We look at every contact with a candidate as part of the screening process
including how responsive the candidate
was in following up and how well written his or her e-mail was. If it takes a
long time for your candidate to respond
or if their cover-letter mail is poorly
written, take that into consideration
when screening your candidate. And
remember, when pursuing a job prospect, they should be bringing their
A-game to every step of the interview
process - if they underwhelm you,
SPRING 2015 | CAR WASH MAGAZINE | WWW.CARWASH.ORG
Table of Contents for the Digital Edition of Car Wash - Spring 2015
Letter from the ICA
Meet the Board
By the Numbers
Trends in car wash design
Creativity & innovation: the myth of the lightning bolt
Better by design
Revamping the retail experience
The importance of purpose in pursuit of extraordinary outcomes
Efficient offices for car wash owners/ managers
Risk vs. Reward
Marketing with a purpose
Building a legacy
2014 Consumer Study
2014 Annual Report
Dealing with bad online reviews
Wash ideas with Perry Powell
How can you take your social media to the next level?
Building strong work teams helps your bottom line
The Apple way
Making better business decisions: the critical thinking advantage
Do you know your perfect customer?
10 tips for D.I.Y. recruiting
Businesses victimized by cyber crime: the loss may be theirs
Take a Tour
Unsung (car wash) hero
Blast from the Past
Index of Advertisers
Focus on the Members
Car Wash - Spring 2015