This series will provide detailed coverage of each of the steps in the staffing process.
This post covers step two: Initiate Search.
Once you have codified what you need, you need to decide how to fill the need. This is where decisions are made as to whether the skills exist within the organization. If not, you will need to evaluate if you can call upon your internal recruiting capabilities, such as HR, or if you should engage third parties to source the talent from outside.
If you decide to go down the path of outside sourced resources, you will need to select an appropriate partner. See our blog series on how to find the staffing partner with the right qualities to deliver excellent project leaders.
Next, communicate the requirement to the selected staffing partner(s).
Finally, gather resumes. If engaged with a staffing firm, this is when they’ll submit their candidates to you for your review and feedback. As covered in the staffing partner blog series, precision should take precedence over quantity. You shouldn’t be doing the work of narrowing down candidates for the firm.
Once you receive the first round of candidates, you may receive feedback on what talent is available and if the requirement needs to be adjusted. Input from SMEs both within your own organization and the staffing firm will come in handy if adjustments are and recommended.
Or to go back to the first step, click here.