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RECRUITMENT....and the importance of strong process.....

Identifying and sourcing capable people today is difficult. In a time where competition for talent is at an all time high, being diligent in the way you scope your vacant position, determine your recruitment strategy and selection process is important to gain a successful outcome. While recruitment may appear to be simple, often employers get it wrong by short-cutting a strong process and this will inevitably cause problems down the line.

Some simple steps to assist in getting your recruitment process right:

1. Scope your job out accurately and ensure you have a job description that:

· Is clear on job responsibilities

· Includes strong but achievable performance metrics

· has defined competencies and behaviours expected of the individual

2. Once your job description is spot on, draft an advert that is attractive, highlights those strong selling points of the company and the job and ensure that you have contact details accessible to the kind of candidate you want to communicate with

3. Acknowledging applications seems like a normal step to take – it is unbelievable how many companies, including recruitment companies, don’t do this. Ensuring good communication with all your candidates is important…it builds your employment brand!

4. Screen applications thoroughly and compare their experience and skills against those accountabilities and competencies your job vacancy requires

5. Shortlist and then communicate effectively with that shortlist – in a tight market these people will get snapped up as they inevitably will be attractive to other employers

6. Send communication to all unsuccessful candidates – don’t just ignore them……….how you communicate to them will determine how they communicate to others…about your company.

7. Prepare for your interview and ensure you determine a line of questioning that can extract information that is related to your job accountabilities and competencies. Drill into areas where you think you need to and listen. The interview isn’t about you – it is about listening to the candidate and understanding whether they can meet your criteria for the position.

8. Establish whether you want to do any other due diligence on the preferred candidate – skills assessments for trade staff, psychometric testing for specific roles, Microsoft excel testing for an administrator…..feel free to establish a mechanism that provides further information to support your choice

9. Referee checks work – it is amazing how many people provide referees who are quite honest about the candidates capability, attitude etc…..this can assist your decision making

10. Complete any other necessary steps efficiently and in a timely manner – police checks, ACC History Checks, Pre-Employment Medicals and/or Drug and Alcohol Testing. Keep the ball rolling otherwise your target may be identified and employed by someone else before you get a chance

11. Ensure you have a good system for introducing your appointed candidate to your business. This will assist their understanding, expectations and engagement and will ultimately ensure they have the best opportunity of hitting the ground running.

12. Lastly, don’t let nepotism get in the way of a good decision. This happens so often and inevitably will come back to haunt you.


If you need help with a recruitment process or any part of a recruitment process, feel free to contact The HR Guy

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