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'Four Hour Format' Recruitment System

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Introduction

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‘Four Hour Format’
Recruitment System

This may be a new way of recruiting for your business. Remember this: if you don’t change the system or process of hiring that you’ve been using so far, then you’ll simply get more of what you’ve already got. Here’s a proven recruiting and induction system based on the following principles:

  1. Attract a large pool of applicants and you’re more likely to get the right person.
  2. Implement multiple levels of screening and you’ll waste less time in lengthy interviews with under-qualified candidates.
  3. Observe a short list of applicants perform the essentials of the position in real time and you’re less likely to be surprised on their first day.
  4. Assess your short list of applicants to make sure that you’re making an appropriate match.

Here’s the 4 Hours Format in detail:

  1. Hour No. 1: Generate leads for position
  1. Develop job description and/or ad to include:
  1. Roles, responsibilities, tasks, duties
  2. Skills required
  3. Hours expected
  4. Pay range
  1. Identify lead sources
  1. Look within company first and ask if team if they know anyone who may be appropriate
...read more.

Middle

Qualify candidates by comparing resumes to job description
  1. A – has necessities plus some
  2. B – has the necessities
  3. C - missing some necessities
  4. D - not even close
  1. Develop a short list of candidates
  2. Have the short list of candidates fill out application forms (optional)
  1. Hour No. 3: On-site screening of leads (test drive)
  1. Arrange group or individual on-site screening
  2. Design on-site screening (test drive)
  1. Identify 3 most important responsibilities/task of position
  2. “What 3 things are absolutely essential for this person to do well?”
  3. Have test drive candidates complete 2 to 4 hour trial of top 3 responsibilities/tasks of positions
  1. De-brief on-site screening (test drive) with candidates
  2. Include existing team members in review of candidate performance
  3. Develop short list of candidates (2 to 4)
  1. Hour No. 4: Final interview and hire
  1. Interview short list
  2. Open-ended vs. close ended: “what have you… how have you…”
  3. Develop questions to uncover actual past experience pertaining to skill set and tasks required for position
  4. Use same set of questions for all interviewees
  5. Rate the response of interviewee on each question as 1 through 5, record comments
  6. Rank short list according to preference
  7. Check references on top choice
  8. Negotiate salary and make offer
  9. Complete hiring agreement/contract

Induction

  1. Orient to company
  1. Company vision, values
  2. Rules of the game
  3. Organisational chart
  4. Disciplinary process
...read more.

Conclusion

Thanks for calling [your company]!

Example of Above Phone Script

Hi and thanks for calling My Service Co.! This is Joe.

Right now we’re looking for an Office Manager to help our company continue its rapid growth. The My Service Co. Office Manager will be responsible for:

  1. Bookkeeping using Quickbooks
  2. Answering the phone
  3. Selling to customers
  4. Filing and organizing the office AND
  5. Using Microsoft office and other computer applications

My Service Co. is a proven winner in the golf cart industry. We sell and service golf carts and have a fantastic reputation for customer service. Working here will be a wonderful, lasting opportunity with a well known and highly respected local company.

Now, I need you to give me a 30 to 60 second explanation of the following three things:

  1. Why you’ll be successful as the My Service Co. Office Manager
  2. Past experience you’ve had that will make you successful in this position
  3. Why you’re the right person to be hired for this position

Please leave your name and phone number after you answer the questions. If you fail to answer these questions, your CV will not be considered.  Thanks for calling My Service Co.!

...read more.

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