10 Step Simplified Special Recruiting Event (SRE) Process

1. Determine and evaluate openings with the hiring managers

Consider skills, geography, salary ranges, other position requirements and any diversity needs that may exist.

2. Meet and formulate candidate profile (Candidate Selection Methodology - CSM) and interview format with the hiring managers

Use a selection methodology that has worked for your organization.
Determine dates, follow-up meeting and decision dates.
You might also meet with the training people to coordinate appropriate days for a training class.

3. Source Candidates

Consider traditional and nontraditional methods, employee referrals, mass or targets advertising program, employee referral, mailings or email distributions.
This is a critical element and takes a great deal of advance planning and a very committed team to accomplish the goal.

4. Screen, Schedule and Rank

Schedule candidates immediately as they meet requirements and start the identification and closing process.
Rank candidates as they meet the individual hiring manager's requirements.

There are a few critical components that have helped to refine our SRE process. We use a valid and tested selection methodology that was developed by leading academics and business professionals called Candidate Selection Methodology (CSM). CSM helps select people based on a predetermined set of skills and hiring requirements. As well as some detailed CSM templates that can also help in the selection of high caliber talent that all staffing and recruiting professionals seek for our clients. Each Position Profile will be audited, validated by trained personnel and confirmed by the recruiting organization prior to the event. Only candidates closely matching the profiles will be invited to the event to be interviewed.

5. Program Execution and Candidate Interviews

Establish a candidate lounge with computers, refreshments and company literature.
Conduct interviews in a controlled environment.
Brief candidates on the process and decision dates.
Have a decision maker conduct second interviews with successful candidates.
Perform uniform interview process with detailed written feedback
Candidates are interviewed if first interview was positive

We utilize a customized computer software technology that automates the entire SRE process (CIS Link). It is utilized prior to and during each event to organize, communicate and facilitate an effective, efficient and professionally run event. This process builds and maintains an account history and an active Talent List of candidates for all employers. Recruiters and candidates will have specific details concerning interview dates, times, locations, and participants. Strongly committed participants will preclude the need for multiple schedule changes during the event (should changes be necessary) and minimizes disruption and provides a timely mechanism to accurately communicate the changes to all affected parties.

6. Complete follow-up at day's end

All management and interview personnel meet and determine next steps and ensure that the timeline requirements are followed.
Consolidate all data on the candidates in order to provide feedback.

7. Give feedback to candidates

Inform all candidates of the status of their candidacy as soon as possible.
Give feedback based on particular corporate guidelines.
Immediately inform those not being considered; this prevents future calls and questions that often wind up being an ineffective use of time.

8. Conduct final interviews and or field rides

Schedule candidates for final interviews within 24 hours.
Coordinate regional offices to take the next step; have current representatives ready to accommodate a field ride or plant tour.

9. Conduct all necessary background checks

Start background checks on all finalists.
Order transcripts, license verification.
Turn around all information within 48 hours of the first interview.
Have recruiters / administration collect all the required information and complete the candidates file.

10. Make offers and close candidates and evaluate the process

Candidate closings should have been occurring throughout the entire process.
Should have 70% or better closing ratio.
Evaluate the entire process to discuss improvements or shortcomings that will be implemented the next time a Special Recruiting Event is required.