Recruiting good people

Recruiting good people

Recruiting good people – recruiting the right people is crucial in ensuring your organization is successful.  It depends on you carrying out a number of activities.

Analyse the job

  • Analyse the job – make sure you take time to identify the competencies and experience required to do the job the standard you need. If you have an existing employee doing a similar job successfully, think about what they bring to the role
  • Write a job description that reflects what your analysis has established.
  • Create a competency framework for the role that you can send to potential candidates and by which you will judge them.
  • Write a person specification that reflects the competencies and experience required – no more and no less.

Choose the right recruitment approach

  • Choose a recruitment method and a selection procedure right and proportionate to the role. Check out a number of recruitment organizations Recruiting good peopleand ask them for advice  as well as how to create an inviting advertisement.
  • Create an interview plan showing how you will structure and carry out the interviews. It helps to have someone on the panel familiar with the work and someone who can give you an balanced view of candidates
  • Ask questions that will allow a candidate to give evidence of the competencies they have claimed. Ask for concrete examples of how they have solved the kind of problems likely to occur in your job.
  • Be fair, be open-minded and be courteous, when you interview.
  • Be ready for a good candidate to ask you some challenging questions about the work and your organization.

Recruiting the wrong person costs you money and causes disruption in the organization. It can cause low morale. If someone doesn’t really ‘fit’ they may quit very quickly and you will have to recruit all over again.  Or you are left sorting out problems. So, it worth investing in a good recruitment process.

You need a recruitment process that is

  •  EFFICIENT – cost effective
  • EFFECTIVE – attracts enough suitable candidates who are likely to fit into the organization
  • FAIR – stays inside the law in terms of avoiding unlawful discrimination and with decisions made on merit alone.

When you have a vacancy, the first thing you think of is replacing the person. But this is could be a great opportunity to consider whether the work is really needed. Also, how best to get it done. Perhaps it could be shared between existing staff. Does it really need a full-time replacement. What are the opportunities for part-time or flexible working?

I wish you good luck in the finding the right candidate for your role and if you would like some help please get in touch.

Wendy Smith, Career, life and Business Coach
Wendy Smith, Principal Coach, WiseWolf Life and Career Coaching

Wendy Smith is a career consultant, life coach and business coach with depth of experience in organisational development, management, coaching and personal development. That experience means she is equally at home helping clients find a new career direction, starting-up new businesses or dealing with life’s more challenging personal issues. You can contact her at wendy@wisewolfcoaching.com

Wendy has written a little eBook on how to get on with your boss and a book on job search – you can find all her books on Amazon at this link

         

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