Finding Mr/Ms/Mrs Right for the Job

We recently  looked at employer responsibilities when hiring foreign workers. But regardless of where a potential employee is from, recruitment and selection can be a time consuming and costly process – and it’s important to get it right.

Poor hiring decisions have the potential to affect productivity, team morale, and overall business success, and in an economy where job seekers are grappling for scarce positions, it’s vital that recruiters are able to sift through the influx of applications effectively to source the right person for the role.

I don’t believe that there is a ‘one size fits all’ approach to recruitment – more that the approach must be tailored to the businesses needs (which is the ethos of how TurnstoneHR operates overall). But there are certain things that can help to give the best chance of getting it right:

1. Know what you want. This might sound obvious, but all too often employers embark on the recruitment processes without clearly defining exactly what they are looking for. It’s essential to be specific when it comes to job requirements and personal characteristics. This profile can then form the basis of screening and assessing each application against the requirements.

2. Ensure there is evidence. It’s not enough to simply list job responsibilities and skills in a CV. Applicants should be able to demonstrate how they have achieved professional success several times, as well as openness, collaboration and the ability to relate to others. The interview will also be integral to drilling down into the detail – including forming a picture of their general attitude.

3. Use your contacts. It may sound cliché, but it’s often about who you know rather than what you know. Of course, any recruitment process must be fair and transparent, but don’t discard your colleagues’, friends’ and peers’ knowledge of great people looking for their next opportunity.

4. Aim high. It’s not enough for someone to be ‘good enough’ – particularly when running a small or medium sized business that depends on its reputation (and therefore its people) to succeed. Take time to make sure the person you are recruiting is right for the role and for your business – building in trial periods or temporary contracts if needs be.

I’m a firm believer that a business’ greatest asset is its people, and the process doesn’t just stop once you have made your perfect hire. Developing and maintaining a positive internal culture, which sees your team striving to do their best for the business, is what will set you aside from the competition, and that is a continuous process that requires on the job support, proper appraisal processes, and on-going feedback – from both parties.

For support with all stages of recruitment and performance management, including contract development and policies and procedures, contact TurnstoneHR on 01229 615 280 or email us at info@turnstonehr.com for a FREE consultation.