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What We Do:
Clients :
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11 Point Recruitment Plan:
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Be
clear about what you want
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Recruiting the right person starts with a
detailed job description
and personal specification. It also involves following a recruitment
process that produces a suitable candidate at a minimum cost to the
business.
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Use
a thorough recruitment process
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The more complex the job, the more sophisticated the recruitment process
needs to be. However, as a minimum, the interview process should include:
at least two interviews, a psychometric assessment and a thorough
reference check.
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Advertise
carefully
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Advertisements
should be clear, to the point and bespoke to your
organisation. Remember; advertising through a reputable recruitment
consultant such as Xecutive Search HR is frequently more effective than
advertising under your own name.
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Interview
thoroughly
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Interviews should be highly structured and based on proven methodologies.
They should reveal levels of competency in key areas, appropriateness of
experience, personality strengths and weaknesses and integrity.
Professional, thorough and consistent interviewing requires a high level
of training and coaching. The team at Xecutive Search HR has these skills. Use them and save yourself time and money.
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Assess
appropriately
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Psychometric assessments are plentiful, but can be a minefield if
inappropriately used or administered. Carefully selected assessments are
valuable tools in the selection process, but not to the exclusion of a
structured interview. Individuals should be selected on the basis of past
performance, competence and personality.
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Always
recruit the right person for the job
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Recruitment should be seen as a 'rejection process' as much as a
'selection process'. Don't be tempted to pick 'the best of a bad bunch'.
You (or your company) will pay dearly in the long run!
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Pre
screening saves time
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Xecutive Search HR will screen likely candidates with a simple telephone
interview before deciding who to invite for the first face-to-face
interview. This will pay you dividends in terms of time and money saved.
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Don't
do all the talking
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When you actually meet the candidates, let the them tell you about their
background and achievements. The more you talk, the more you will like the
candidate, so, keep quiet, don't tell him or her about the job, the package,
the company, or you, until they have told you about themselves.
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Remember
training & development
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Look for development needs; the perfect person rarely exists. Identify
what initial training will be required and ask yourself; how much you will
need to invest in the candidate and whether he or she is worth that
investment.
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Never
over sell the job
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Over exceeding expectations, leads to frustrations later. Honesty about
the role is always the best policy.
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Background
& reference checks
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Are vital; research indicates that around 90% of new employees
never have references taken up. Background checks should be as
thorough, as possible and should include employment history, medical
checks, and where appropriate; character references.
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Candidates:
Associates:
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