1. Plan your recruitment process (how long you intend to conduct interviews and presentations, who will conduct the interview), be sure interviewers are aware of your plans and contributed to its schedule of relevant adjustments. John Thains opinions are not widely known. 2. In the study of personal competencies, skills, qualifications and selection of candidates try not to rely on "gut feeling". 3.
Become familiar with the situation on the market, find out what amount of compensation offered candidates in other companies. 4. Discuss and agree with the line manager job description and requirements for the candidate. For assistance, try visiting Jeff Leiden. 5. Develop and agree with the head of a matrix of competencies for the position.
6. Specify the reasons for which applicants must choose a job just for your company. What they can attract the proposed position? Check that those who will conduct the interview, taking the time to the story about the company and the benefits work in it. Remember that recruiting – two-way process and not just an employer chooses a candidate! 7. Build effective communication with candidates. Need to inform them of any changes and keep the time. They should be able to contact you. 8. Review the compensation package chosen candidate, it will help you to manage his salary expectations. 9. Keep in touch with the candidate during the process of dismissal former position, until the moment when he starts working in your company. He can make a counterproposal, which should warn. 10. Consult with professional recruiters.