Recruitment
Once a position is authorized to be filled, the assigned HR Business Analyst will work with the Hiring Manager to develop a recruitment strategy in accordance with City of Madison Personnel Rules. The recruitment strategy may include:
- Overall timeline for the process
- Posting date and how/where it is advertised
- Length of time the posting will be open for applications;
- date and type of civil service examination
- date for referral of qualified candidates;
- interview format; and
- tentative date and schedule of final interviews.
The HR Analyst will prepare the job posting in NEOGOV and the Talent Acquisition Specialist will draft any additional advertisements as needed, which will be reviewed by the hiring manager for approval. The Hiring Manager is responsible for filling out a Talent Acquisition Plan to obtain optimal outreach and marketing for the position. The Talent Acquisition Plan is an easy-to-fill document that allows Hiring Managers to take advantage of additional tools like:
- Specialized Postings
- Targeted Recruitments
- Career Fairs
- Social Media Outreach
Final published job postings are sent to all City agencies, and open and competitive postings are sent to external sources on the Affirmative Action email list.
The Talent Acquisition Specialist assists in a variety of ways including but not limited to the following core activities:
- Participating in equitable hiring tool discussions
- Engaging in targeted recruitment activities for hard to fill positions
- Posting notices and opportunities on social media, through external partners, and on the City’s job site
- Attending recruitment events on behalf of the City to attract a diverse group of applicants to City jobs
Hiring managers can support recruitment by promoting the opportunity within their personal and professional networks, and encouraging others in their agency to do the same. Hiring managers can also begin working ahead to prepare for their interviews, reaching out to potential interview panelists and preparing the questions.
Best practices for a successful recruitment include:
- Plan your recruitment timeline ahead of time to minimize the impact of delays on applicant pools
- Maintain relationships
- Encourage coworkers and others to share job postings on their social media pages
- Have an updated and nice looking LinkedIn page
- Attend related conferences and advertise your job there
- Simplify job postings and minimum qualifications
- Early and clear communication with Subject Matter Experts and interview panelists.
- Development of clear and precise questions and benchmarks which reflect the knowledge, skills, abilities and qualities the candidate is looking for
- Contacting your HR Analyst to get direct feedback on your questions and benchmarks
For more information on recruitment strategies, please check out our Recruitment Strategy Guide.