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Need Help With Recruiting and Hiring?

Job Description

Sourcing (Recruiting candidates)

Job Description

The HR Lady can help individuals too.

A proper, updated job description is a hiring road map to success for the candidate, team, department and the entire company. I will provide you with a job description starter and assist you with getting it right. Why? So we can recruit and hire the right person, and then hold them accountable for their job duties. 

Advertisement

Sourcing (Recruiting candidates)

Job Description

Do you have the right knowledge, skills and abilities?

The job ad should be an enticing yet honest advertisement not just the job description copied and pasted. That is not recruiting!  What are the hours, benefits, and work environment? Who will the candidate work with and where? Why pick me? Your job ad must be a true marketing piece. For many jobs, you can hire for attitude and train for skill. Therefore a training plan is also vital.

Sourcing (Recruiting candidates)

Sourcing (Recruiting candidates)

Sourcing (Recruiting candidates)

See jobs and job ads clearly.

Waiting for the dream candidate to apply is not recruiting - especially in a job market where finding good, qualified help is very difficult. You need to find candidates who might not be actively looking for a new job but are interested in the right opportunity.  You  need to be active both online and in your professional commuity at association meetings for example.

Scorecards

Scorecards

Sourcing (Recruiting candidates)

Rate your candidates - legally and fairly

Together we will create a simple scorecard that allows the interviewing team to be fair and consistent in the hiring process. The scorecard will rank the must-have and nice to have knowledge, skills and abilities and also include the company values. Why hiring someone who doesn't fit the company culture? 

Interviews

Scorecards

Interviews

No need for in-person meetings, use video options to save time

Candidates will be pre-screened online, with a few go/ no-go questions pre-determined. The HR Lady will conduct virtual interviews and provide you with interview questions (such as these) as well as the notes of the virtual interviews so your interview team can prepare for the in-person interviews. I can also prep your managers on interviewing do's/ don'ts.

Selection

Scorecards

Interviews

Get organized and then GO

The selection and hiring process team will use the scorecard. This will remove unintentional bias from the process while choosing the best candidate for the job.  You want the person who has the knowledge, skills, abilities and the right attitude that is necessary to be succesful at your company, long term.

How Does It Work?

Post the job ad

Have Wendy post your ad (you will be charged for any associated fee's), OR you post your job ad on your preferred advertising site(s) such as Indeed, LinkedIn, Zip recruiter, etc.

Give access

Provide access to the actual recruiting sites, application tracking systems or simply have resumes and applications sent to my recruiting email to help with the hiring process. Even better - give Wendy access to hiring managers calendars for scheduling interviews and to seamlessly get your positions filled - effectively! 

Interview final candidates

Wendy will provide you with an ongoing or final candidate list based on your hiring requirements, job description, job ad, and go/ no go questions.

What is the cost?

See my rates page.  It typically takes at least 20-40 hours to fill one professional position that is paid at market rate (excluding hard to fill positions where knowledge, skills and abilities are very difficult to find). Low skill positions may take less time. Additionally, you will pay for the job advertisement using websites of your choosing.  


Disclaimer:

If you do not pay your employees at market rate, The HR Lady will not work with you.  The HR Lady will not work with any company that intentionally discriminates. If your management team is predominantly white, able-bodied, males - I can help you change that through training programs and committee initiatives. Otherwise, we will not be able to work together. 

Call 407.493.1582 today or email Wendy@thehrlady.com

Behavioral Interview Questions

Respect, Team-Player

Below is a simple set of interview questions, for any role, that will help determine if someone is a respectful, team player.


  1. Can you provide an example of a time when you had to work closely with a colleague who had a different working style than you? How did you handle it?
  2. In your opinion, what are the key elements that contribute to a respectful and collaborative team environment?
  3. Describe a situation where you had to give constructive feedback to a team member. How did you approach the conversation, and what was the outcome?
  4. Tell us about a time when you had to mediate a conflict between two team members. What steps did you take to ensure a respectful resolution?
  5. How do you handle working with someone who may not be as experienced or knowledgeable as you in a particular area? How do you provide guidance while maintaining a positive team dynamic?
  6. Can you share an example of a time when you had to adapt to a decision made by the team, even though you disagreed with it? How did you handle this situation?
  7. How do you ensure that you're actively listening and valuing the opinions of your teammates during meetings or group discussions?
  8. Tell us about a time when you recognized the accomplishments or contributions of a team member. How did you show your appreciation, and how did it impact the team dynamic?
  9. Have you ever had to work with a difficult team member? If so, how did you handle the situation and maintain a respectful and professional relationship?
  10. In your experience, what strategies or techniques have you found most effective in fostering a culture of respect and teamwork among colleagues?


Remember to listen actively and evaluate the candidate's responses to gauge their ability to be a respectful team player in your organization.

Recruiting Websites to Consider

Use LinkedIn for Recruiting, The HR Lady can help
Use Indeed for Recruiting, The HR Lady can help
Comply with DOL rules and laws
Use NASWA for recruiting
Silent Professionals, Security Jobs

Advice for Job Seekers

Clean up your resume. 

Make it specific to the job you are applying for (yes this takes work, which means this takes a lot of time). Update your LinkedIn to match your resume.


Be active - network, network, network. You can do this virtually on LinkedIn.

Be positive at all costs - no bashing your former employer. No one wants to hire a hot head!

Finally, be sure to follow up promptly.

Free Advice from the WSJ

Recruiting Cycle

Free Information on Hiring

Training that builds the skills of your employees will improve  productivity and workforce retention. Explore resources to plan your  training strategies and prepare for future workforce needs.


Sponsored by the U.S. Department of Labor.  

Find out more

Wendy Sellers (She/Her) 

Copyright © 2023. All rights reserved. You do not have permission to use information/ data without consent from The HR Lady LLC. 

Wendy@TheHRLady.com, 407-493-1582 call or text

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