The key to sustained growth and success in the modern business era, is having not only the right people in your business, but inspiring them to deliver results and improving success while enjoying what they do. The most common statement I hear from business owners and leaders is the challenge they have to interview and recruit the right people for their business. Understanding how to recruit effectively is now one of the key skills for any business. What I am looking to do in this article is provide some key points that will help all people involved in recruitment gain a deeper understanding of how to develop a better recruitment process.
The majority of recruitment processes I have seen, focus almost entirely on determining whether the candidate has the right skills to do the job and whether they have had experience in the required field, whilst very little, if any time or effort is placed on finding out if the person being interviewed will actually fit into the business or department.
A business owner I worked with for some years summed up recruitment in probably one of the best ways I have heard. He said that before gaining an understanding of what needed to be done in a recruitment process, he had spent most of his time in an interview trying to sell his business to the candidate, now he goes into every interview with a completely different mindset, he sits there thinking, “Why should I give you a job, how are you going to help me achieve the goals of my business?”
We need to recruit people who not only have the skills we require in the business, but who also engage with the goals and vision of the business, but what is more, people who understand and can live with the culture of the business.
So how do we determine this and then include it into our recruitment process so that it filters out all the types of people we don’t want in our business and lets through those who are going to help our business move forward with increasing results and success?
Let’s look at the key elements of a well designed recruitment process.
Firstly, we need a well thought out and documented job role. It is vital that when we create a new role in any business, we start with what we want this role to produce, namely the output of the role. It is amazing how many job roles we regularly come across where the role is made up of bits and pieces of many roles, which causes communication breakdown and confusion within the business.
The majority of job roles we see consist mainly of the actions and things the person needs to do, with very little emphasis on the outcomes each area of the role need to deliver.
Other important aspects that a job role should include are who the role reports to and how the role will be measured.
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