Recruiting new employees into an organisation is a difficult, time-consuming and often costly process. Before embarking on a new piece of recruitment it helps to be sure you know the “whys”, “whats” and “hows” in advance.
Why am I recruiting?
At first glance, this may seem like a simple question to answer, but when embarking on a piece of recruitment it is often about so much more than simply having a vacancy and needing to find someone to fill it. Consideration needs to be given to why the vacancy exists. Your organisation should be attracting people from other organisations, not losing people to them. If someone has resigned and moved elsewhere it’s important to consider why they left, and how that might be reflective of your company’s organisational culture, career progression opportunities, training and development as well as reward and recognition offerings. Equally, if it is a newly created role, knowing the current state of play and future aspirations of the organisation may well influence what, how and who you look for when setting out on a piece of recruitment.
What am I looking for?
Having a clear understanding of exactly what skills, experience, attributes and behaviours are needed to be successful in a particular role is absolutely essential in advance of kick-starting any recruitment. Job analysis techniques can aid in identifying the exact content of a role as well as the attributes of those best suited to that role, which will subsequently aid in defining the competencies needed for the role. Once you have defined these competencies you have something to recruit against and will be well on the way to avoiding the pitfalls of recruiting “someone like me”.
How am I going to recruit?
Laying out the finer details of the recruitment process ahead of beginning the journey will give clarity from the start for all involved and will assist in ensuring a timely, fair and effective process. Avoid automatically sticking to what has always done, spend time working through the attributes needed for the role and choose assessments that have been proven to measure them. Using methods of assessment that are technically sound and have been shown to be effective and fair is absolutely crucial to making sure your recruitment works.
Basing your recruitment decision on a variety of selection methods is a great way of ensuring fairness throughout the process. And choosing a combination of technically sound methods such as structured interviews, personality questionnaires, psychometric tests and work sample tests will give a fully rounded view of a potential future employees capability and suitability for a role.
The benefits of planning ahead
The cost of premature turnover can be as high as 150% of an employee’s salary and is known to have a detrimental impact on current employees. With this in mind investing time in advance in identifying why you’re recruiting, what exactly it is you’re looking for and how you plan to recruit, will position you in a much better place from the off. Successful recruitment is about bringing the best talent into your organisation and by getting the recruitment process right you will lay the groundwork for this to happen.