Applicant Management Hamilton ON
Undergraduate : McGill University
Admitted To Bar : 1999
Canadian Bar Association, Human Resources Professionals Association, International Human Resource Information Management
Admitted To Bar : 2001
OBA Privacy Law Section Executive, Sedona Canada Working Group, Canadian Association of University Solicitors, College Compensation and Appointments Council Central Arbitration Review Committee
Law School : Other
Undergraduate : University of Western Ontario
Admitted To Bar : 1950
Ontario Human Rights Commission and for a member of Ontario’s provincial parliament.
Applicant Management: how not to shoot yourself in the footAuthor: Byron Mackelroy
In the hiring business filling a position is very similar to finding a date to the prom. Each prospect has a unique set of experience that may or may not apply to the job. Each candidate represents a place along the spectrum between absolutely wrong for the job and absolutely right. For the companies that place a premium on human capital and cultural fit, finding the person who sits as close to absolutely right is the main priority in the recruiting process. While hiring managers need to maintain a sense of reality, every once in a while a candidate comes along that represents the perfect blend of personality, experience and abilities to master the job and be a long-term asset for the company. Companies need to maintain an efficient recruiting funnel to avoid letting that perfect catch slip through the cracks.
When it comes to hiring, knowledge of self is key. As your recruiting staff takes the first steps in the hiring process they must posses a profound knowledge of your corporate mission and culture in order to properly define the best candidate for the job. When writing a job description, defining a comprehensive set of talents, listing an appropriate experience base and properly explaining any cultural specifics will help ensure that a higher percentage of truly qualified people apply for the job.
First impressions count. When your recruiters direct the initial set of screened candidates to the first interview, your hiring manager or gatekeeper interviewers have the important task of flagging any prospect that shows those once-in-a-lifetime qualities that make them perfect for the job. While establishing a highly organized flow for screening, interviewing and general hiring is critical, companies need to maintain open communication in the event that an A+ prospect enters the funnel. Getting the team onboard from the start with a star candidate will help smooth out the hiring process and prioritize hiring managers time in relation to that particular candidate.
Communicate at all costs. Open communication is like ‘efficiency grease’ when it comes to your corporate hiring process. Communication produces more accurate job descriptions, speeds up interview scheduling, produces more informed hiring decisions and helps ensure that the person who represents your ideal candidate does not slip through the cracks. Always keep an eye out for technology that can help streamline your recruiting process. Recruiting software designed for applicant management can keep your hiring team on track and on schedule.
Always ask yourself if you can improve your hiring process. Developing a keen understanding of your company’s needs, highlighting top candidates from the beginning of the interview process and maintaining open communication amongst decision-makers are sure fire ways to edge out the competition and bring in the ideal talent for your roles.About the Author:
I am an aspiring writer. I enjoy sharing helpful information with people. My three favorite topics are business, computers and travel.Resources:
Applicant Management Software