Hiring
The Purpose of this Section
This section provides tips to those involved in the hiring process at Trainer Communications, providing uniformity and consistency to the hiring process.
Why is This Section Important?
The key to Trainer’s future is our ability to hire talent that allows us to grow the agency and attract interesting clients.
The key to Trainer’s future is our ability to hire talent that allows us to grow the agency and attract interesting clients. Our hiring process is as follows:
This section provides tips to those involved in the hiring process at Trainer Communications, providing uniformity and consistency to the hiring process.
Why is This Section Important?
The key to Trainer’s future is our ability to hire talent that allows us to grow the agency and attract interesting clients.
The key to Trainer’s future is our ability to hire talent that allows us to grow the agency and attract interesting clients. Our hiring process is as follows:
- Establish your departmental goals; verify the department revenues support the hire
- Create success factors for this position – identify what will make the role a worthwhile one for the agency
- Create a job description and establish the salary range
- Take the Job Survey within the McQuaig online application for this position – establishing hiring qualities
- Create a “marketing-style” advertisement; leverage recruiters, and the various sites to post the job (including PRSA, TechCrunch, and LinkedIn)
- Review applicants, notify those that you will not interview with an email thanking them for their time (use format)
- Screen all applicants with suitable requirements with a 15 minute telephone interview (3 questions associated with the success factors for the position)
- Notify applicants that you will not continue with of our decision, thanking them for their time
- Sift through best candidates, asking your top candidates (at least 3) to take the McQuaig Assessment to match against the baseline you established
- Notify applicants that do not match requirements of our decision, thanking them for their time
- Invite the best candidates (at least 2) in for interviews (include team members that will work for, with and above the candidates in the agency)
- Use the questions as developed by McQuaig to conduct interviews, and include capacity range (how far does the person think ahead and work independently) questions in the interview
- The hiring manager should establish salary range that fits within Trainer’s pay scale for the title they are hiring. Ensure you are within the Trainer standards (which are typically at or above industry standard).
- Ask for each person’s assessment of the interviews; asking them to use the Trainer format
- Check references of the top two candidates using the questions McQuaig provides
- Make a phone offer to establish salary and start date to top candidate; ensuring answer will be affirmative before proceeding
- Deliver a formal letter to candidate for signature
- Notify other applicants of our decision, thanking them for their time
- Begin on-boarding process