Recruiting the right people is critical for the long-term financial success of your business. It is irrelevant how good your products and services are if you do not have highly skilled and energised people who can operate successfully in your company’s culture. These are some pointers that will assist you in making sure that you get the right outcome.
- The role – what is the role you are recruiting. What is involved, how will you measure its success? Who will it report to? What will it become in the medium and long term? What are its objectives?
- The person – what type of person will fit into your company’s culture or is needed to change your company’s culture? What behaviours are needed to interact effectively internally and with your customers / clients?
- Experience – does your new recruit need experience in your market or can you transfer core competencies and develop someone.
- The Recruitment Method – considering the type of person and skills you need and the time, in which you are expecting the new recruit to deliver their Key Performance Indicators, what is the best method to identify them? Are they likely to be difficult to find or can candidates be easily attracted? The main options are advertise yourself, use a database agency or partner a Headhunter to remove the significant management time involved in an effective recruitment process
- The Recruitment Evaluation Process – How will you ensure you learn the warts and all about candidates? Interviewing alone cannot provide you all the information you need.
- Recruitment is a two way process – When targeting high calibre candidates it is critical that you treat the recruitment process as two way. You must ensure you provide comprehensive information on the company, its previous performance, future strategy, philosophy on people development and how new recruits could progress their careers with you. You need to sell to them as much as they do to you.
- Communication – Candidates will judge your company on how you communicate with them. No or slow communication will create concerns, will it be this bad as an employee eg…… It is critical that you communicate what the recruitment process will involve, what time-scales you are working to and keep them informed every step of the way.
- Remuneration – Ensure you understand remuneration levels in the job market for your targeted candidates so that you don’t end up with a fantastic candidate that you don’t have the budget for. Understand candidate’s salary expectations from your first interview.
- Induction Plan – Ensure you plan for a new starter’s arrival. Not only should you have their laptop, mobile phone and desk space organised but also a formal induction plan to get them off to a quick start.