In a previous blog, we refer to ‘getting the right people on the bus’ (Jim Collins – Good to Great). Based on our experience there are some golden rules to consider when choosing those people to take up the valuable seats on your bus. We have picked just 10, I am sure as you read them there will be others that you would expect to consider. Let us know – your comments are important to us.
- Make sure you know what skills you need to recruit, don’t leave it up to ‘I know what I want when I see it.’
- Have a clear job specification or role profile – for all parties involved in the process.
- If you have an external brand, incorporating mission and values, ensure this is used within your attraction campaign.
- Make sure the attraction strategy matches the needs of the business. Do you have time and inclination to advertise the role yourself, handle the response, deal with all candidates yourself, arrange interviews or do you use a third party to handle on your behalf. If you don’t have the time, or the skills, get someone else to do it for you – there is nothing worse than trying to handle a response of 200 plus applicants in a poor way – it damages your company’s reputation from the outset.
- When it comes to interviewing the candidates yourself, ensure you have a consistent set of questions which demonstrates that you treat all candidates fairly, this shouldn’t be used as a script, it’s a structure to follow. It’s good practice for 2 people to conduct the interview, making notes to assist with the decision making process.
- Make sure that any other assessment tools used are relevant for the job being recruited. Why give someone a verbal reasoning and numerical test – if the job they are going to be employed to do doesn’t require those skills. Don’t test just for the sake of it – it has to be relevant.
- Have an agreed set of criteria for selection purposes, so that you can determine the best person for the job based on, not only their technical skills, but their behaviours and broader competencies required for the job. Remember Jim Collins’ recommendation – Hire people with characteristics you cannot easily instil. Focus on who you are paying, not how. He also recommends analyzing someone’s character, work ethic, intelligence, and dedication to their values before deeply analyzing credentials and practical skills.
- If no one meets the criteria – just don’t hire someone just for the sake of it. Start again. Wrong decisions may end up being costly, particularly if you need then to embark on a performance management route, or ‘let someone go’ before the end of their probationary period.
- You make a selection decision, so make sure you take up references – use third parties to undertake this activity if you don’t have the resources . Agree what references you want to take that are likely to be a requirement for your business. Do you need credit checks, Criminal Records Bureau, Qualifications as well as employment references.
- Agree the offer and ensure that the appropriate paperwork is despatched and begin the preparation of on boarding the new team member into the organisation, making them feel welcome from the outset.
Finally, if this is the first time you are embarking upon recruiting someone into your business, you need to make sure you have relevant documentation; contracts, terms and conditions of employment and a staff handbook, which describes what is expected or someone in your employ and what they can expect from you.
If in the past you have made recruitment decisions that have not been as successful as you would have hoped, or you are just thinking about recruiting someone for the first time and you need to know the implications, then call me on 07771 944676 or email firstname.lastname@example.org to have a no obligation discussion as to how ‘getting the right people on the bus’ forms part of your on-going recruitment strategy.
Getting people ‘off the bus’…. now that’s a completely different blog and conversation!!