STAFFING work , but also to build solid relationships with people so you can get to know them on a personal level . When you attend meetings , participate in committees , or serve on a board of directors with someone , you gain valuable insight into their knowledge , skills and abilities , which may become very valuable if they ever apply for a position within your organization . Additionally , if someone has had quality experiences with you in a professional capacity , they may be more interested in applying for a position within your organization because they already know and respect you .
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Utilize LinkedIn
Having a solid LinkedIn profile , securing connections , actively engaging with others ’ content , and sharing or posting your own content also helps build your network , increase your visibility , and establish expertise . This not only can help you attract top talent , but it can also expand your reach when you have an opening . You can share the position description with all of your connections , as well as send customized messages to specific individuals who either might be interested in applying for the position or know a great candidate they can recommend .
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Develop interns
If you don ’ t already regularly hire interns , you should consider starting an internship program . This is one of the best ways to develop a strong pool of potential candidates for future positions . By hosting interns , you get to experience firsthand what each person is like as an employee . In addition , interns are able to gain a solid understanding of the organization , its culture , and people ; if they have a good experience ( make sure they do !), they will want to come back as a full-time employee . Any time you have a job opening , you can e-mail your list of past interns to see if they are interested in applying or know someone who might be .
CONDUCT AN EFFECTIVE SEARCH Your network will be an invaluable resource as you begin your search . The first step in the hiring process is to develop a well-written job description that provides a clear and accurate picture of the position and its requirements . Promote your job opening with not only your external network , but also with any current employees who may be interested in advancing within your organization .
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Write a quality position description When developing a position description , make sure the content attracts the type of candidates you are seeking . It is important to write a clear and concise job description with realistic requirements that accurately define the role , essential tasks , and specific goals for the position . In terms of required and preferred qualifications , prioritize the knowledge , skills and abilities that are most important to you and your team , and keep in mind that quality , hands-on experience can often be just as valuable as education . In addition , try to think beyond the required and preferred qualifications and include information about the work environment and culture . This will help you and potential candidates better evaluate organizational fit , which is extremely important in selecting the top candidate .
Provide clear instructions on how candidates should apply ; it is beneficial to request a résumé , as well as a cover letter addressing their interest in the position . Also , include a contact person ’ s name , e-mail address and phone number ; and encourage individuals to reach out to that person if they have any questions . This also provides a contact to which candidates can address their cover letter .
One final recommendation on writing position descriptions is to always include a salary range . Certain factors do influence salary needs , and while money should not be the most important element when applying for a job , you do not want to waste your time or a candidate ’ s time if your salary requirements do not align .
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Advertise your position
Start promoting your position , both internally and externally . Begin by sharing your opening with your team and encouraging them to apply , if applicable . Then ask them to share the job posting with anyone in their network who might be a good fit . Next , advertise your opening on job boards related to your industry , such as the STMA Career Center and affiliate chapters ’ websites . Additionally , post the job announcement on LinkedIn and share it in your Linked- In news feed , as well as on any other social media platforms . Do not forget to e-mail the job posting to people in your network , and encourage them to share it with others . This is the time to really utilize your contacts . Referrals often result in the best candidates .
DEVELOP AN EFFICIENT EVALUATION PROCESS When hiring for an open position , it is important to develop a consistent and unbiased evaluation process to adequately assess candidates and their fit with the position and organization .
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Develop a rubric Once you have written the job description , start thinking about how you will evaluate whether candidates meet the qualifications throughout the process . It is often helpful to develop a corresponding rubric that can be used to assess candidates ’ application materials and evaluate them during an interview . Not only will this help your search committee maintain consistency and focus as they evaluate candidates , but it will also help make the process more organized and efficient . sportsfieldmanagementonline . com June 2021 | SportsField Management
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