Identifying the Requirement

It is vital for a hiring manager to be well versed with the needs and wants of the company.

He or she should first identify the qualities that the organization seeks for in the candidate for a particular position and list it down.

If there is no proper identification of requirements then there are chances of candidates getting selected that do not possess the required skills and aptitude.

Gerber utilizes a behavorial asessment tool called Predcitive Index (PI) to create a "baseline" of the behaviors that will drive success in a particular role. Your HR Business Partner will initiate this with you as part of the recruitment process.

Job Description

The job description is ultimately going to be one of the factors that would attract applicants towards the organization hence, a job description must be free from grammatical errors, it must lay down necessary details.

Apart from these things, the job description must portray a picture of “dream job” that every employee wishes to work in.

Your HR Business Partner will upload your job description into ICIMS Applicant Tracking System. Once the requisiion is approved, managers have the option of reviewing applicants directly online through ICIMS. For more information clickhere

Interviewing Know-how

The best way is to test the skills, talent and behavioral attributes of is by asking the right questions.

Hiring managers generally commit a mistake by asking them questions that can allow the candidate in putting their best foot forward.

Questions like – what would you do in a particular sitution can give a better idea about the attitude of the candidate. Such questions are based on initiations. For a list of questions clickhere

Onboarding

Onboarding is a series of events (including orientation) that helps new employees understand how to be successful in their day-to-day job and how their work contributes to the overall business.

Here’s a list of what is should be accomplished during new employee orientation:

• Overview of the company and department's mission, vision and values.

• Introductions to their department(s) and co-workers. Schedule meetings, starter projects and cross-training with co-workers.

• Review of safety, health and any other key policies.

• Review of administrative procedures, such as computer systems logins, etc.

• Goalsetting. During the 2nd month of hire, use the Goalspan platform to create specific goals and deliverables.

• Managers should schedule regular check-in meetings with new employees so that they get comfortable talking to one another. It also provides a forum for the ask who they need to go to with certain questions, how to get approval for their work and how to make suggestions.

clickhere for the Onboarding Checklist