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

         

Management – recruiting and selecting the right people

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Management – recruiting and selecting the right people

Recruiting the right people is crucial in ensuring your organization performs successfully. This new series of posts will provide the guidance you need in how to recruit and select people.  It will show the contribution that you can make as a manager to that recruitment process.

We are going to look at how to

  1. Analyse the job
  2. Write a job description
  3. Create a competency framework for the role
  4. Write a person specification
  5. Choose and use a recruitment method and a selection procedure including
    1. How to create an advertisement
    2. How to create an interview plan
    3. How to carry out an interview
    4. How to select the right candidate.

Recruiting the wrong person costs you money and causes disruption in the organization. It can cause distress and low morale.

If someone doesn’t ‘fit’ they may quit and you will have to recruit all over again.  Or you are left sorting out the problems.

It is much better to have the right recruitment system in place in the first place. You need a system that is

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

When you have a vacancy, the first thing you think of is replacing the person. But this is actually a great opportunity to consider whether the work is needed at all and, if so, how best to get it done. Perhaps it could be shared between existing staff or it might not require a full time replacement.

So before any recruitment activity takes place, we need to understand the role and that is done by completing a job analysis. That is what I shall write about in the next post in this series next week.  From the job analysis we shall go on to write a job description that really helps to find the right candidate.

Wendy Mason is a Life and Career Coach.  She helps people have the confidence they need to be successful at work and to change career while maintaining a good work/life balance. You can email her at wendymason@wisewolfcoaching.com