
- Sourcer -- Person who scans LinkedIn, and other networks for candidates and aggregates resumes to hand off to someone to conduct the rest of the process. This is a good, cheap way to get some of the leg work out of the way and still have most of the control.
- Recruiter - In charge of collecting aggregated resumes, scanning through, deciphering the top candidates for specific roles, reaching out to them and leading the initial screening process. This person also co-ordinates and books interviews as well as conduct the reference check.
- Recruitment/Hiring Manager -- Completes the entire hiring process end-to-end including the full interview, ranking candidates and negotiating employment contracts. This is the best option if you have little HR knowledge or a high quantity/important number of openings.
- 'Big Picture' View: This person is going to have profound impact on your company's ability to compete and achieve goals, immediately and in the long range. If they can't see your company and your candidate's future a few years down the road, you're going to end up with the wrong employees and will have to start the process over again.
- Passion: The most important part of any company is the people. If you want to hire dedicated, passionate employees, your hiring personnel need to be passionate about the success of your company and needs to be able to spot that passion in candidates.
- HR Knowledge: In order to stay out of trouble and ensure that you're interviewing and hiring the right way, it's imperative that this person know proper processes and regulations, especially if you're going to be focused on other aspects of the business and/or don't have this knowledge yourself
- Organized: This person must be able to keep track of multiple candidates for multiple openings as well as understand future needs and prepare for them. Mixing up meetings, lack of engagement with candidates throughout the process and long wait times will turn away in-demand candidates
- Industry Knowledge: If you're hiring for technical roles, you need someone with at least a broad understanding of the subject matter to keep candidates honest and appraise their skills appropriately
- Have a sample of 3 or 4 short resumes and ask them to quickly read through and rank them
- Discuss what roles your company has recently hired, or typically hires, and have them write a short job ad
- Sit in on a mock interview. Allow them to run a mock interview with another employee and watch them in action