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20September2016

Recruiting Smarter

how-to-recruit-smarter

Have you ever employed a person thinking they are exactly what you want, they are so right for this position, and you’re ecstatic? You can’t believe how lucky you’ve been to find such a star performer!

Then, the more you work with them, the more you realise the star’s shine starts to become dull. And it’s all downhill from there. They are not a right fit after all, they are not who they said they were in the interview, or they are just not on the same page with the direction of the business!! And now you’re stuck!

More than stuck … it is costing you time and energy to take on performance management or you have to go through the expense of recruiting someone else in the hope you find the right person this time round!

This is a very common problem, particularly when businesses grow very quickly and you have not had a lot a time to take the recruitment slowly, so here are some considerations for you.

  1. Be very aware of the biases that come into play when you are desperate for help. You want to be proactive here, not reactive to the pressure to get someone on board. Here are some examples of the biases (aka your own BS):
    1. Anyone will do
    2. They have one or two of the skills needed so we can make do
    3. They look ok (physically) so they must be good at their job – also known as the halo effect!
  2. Plan the position – this can be an arduous task if you are not clear on the role and tasks that need to be done, so take a little time to be specific and identify the requirements (i.e. skills, training, personality, part-time, full-time, contractor etc.).
  3. The smaller your business, the more likely you will need a person who has multiple general skills. The larger your business becomes, the more you will need specialists. So be prepared to engage a Jack (or Jill) of all trades who is likely to be a master of none. If you go for a master, their skills are less likely to be flexible across multiple business areas.

In addition to the points above, here is a bonus consideration.

Profiling tools are now a normal part of recruiting the right person. They give employers insight into the personality or behavioural traits of the prospective employee.

The benefits far outweigh the costs when considering the following:

  1. You gain more information about the candidate, such as what they are good at.
  2. You learn how they are likely to respond in pressure situations.
  3. You get a better sense of whether they are more likely or not to be a fit for your business culture.
  4. You find out if they are good with working with people or better working on their own.

At the end of the day, you want to find the best person for the job and to do that, then the more information you have the better you are placed to make that decision. And ensuring you have the best person for the job stands you in good stead for being an employer people are itching to work with, which can only help you gain a competitive advantage over your competition.

If you would like to find out more about behaviour profiling for current and future employees, then feel free to contact me … I’m only a conversation away.

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