February 7, 2013 9:10 AM
In a former life I was a general manager. A large part of my position was screening and interviewing potential new hires. This important yet time-consuming process included:
- Phone screening
- Background checks
- Scheduling initial interviews
- Clearing my schedule to make time for interviews
- Conducting interviews
...you get my point.
Recruiting Takes Major Time
My assistant managers and I would spend between 1 to 3 hours each week on these administrative functions, depending on the season. That averages out to 100 hours over the course of a year.
During this entire time I was unaware of the HR and recruiting assistance offered by a professional employer organization (PEO) such as Group Management Services Inc., which would have cut those hours by more than half.
Saving time - sounds good right? It gets even better.
Finding the Best Candidates
In a recent Inc. article, Ed Powers shares this insight about initial recruiting efforts:
"Get a big funnel. You don’t want to be overwhelmed with candidates who all look the same, but you do want to have enough candidates so that you can be selective within a large pool. Reaching out beyond your usual go-to sources can uncover skilled candidates you may not have realized were out there."
When recruiting to add to your team, it’s important to:
- Have a larger reach of candidates
- Ask consistent questions
- Fully comply with EEOC and labor laws
Who can consistently meet those criteria: your HR recruiting professional from GMS, or you?