RECIPE FOR RECRUITMENT – Effective selection tips

words | Sylvia Kenna, The HR. Dept

4-recruitment

Do you wish you could wave a magic wand to make the perfect employees appear?

It is possible when your company has the charisma to attract the best talent and you and your hiring managers have the skills to avoid making recruitment mistakes.

The single most important skill for any manager is assessing people so here are some tips on how to improve the quality of your recruiting to save you money and a lot of headaches.

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What if you could create an incredible selection and recruitment process that would be the envy of other companies? Well, you can, by following this recipe for Effective Recruitment and Selection. Here’s what you need to begin:

Prime ingredients

I recently went to a farmer’s market. I don’t consider myself a “foodie,” but I have to say, the fruit and vegetables tasted amazing. Even though I frequently purchase fruit and vegetables from the local shop, shopping at the farmer’s market is going straight to the source. I can be selective about what I purchase and get exactly what I want for what I need.

I wonder if you are being as choosy as you should be when selecting employees who will represent your company. I suspect that for many of you, the answer is no. I say this because I can only think of a handful of companies where service is truly exceptional. How many can you think of?

Delivering the finest customer experience should be the number one goal of every CEO and team of managers. Anything less is unacceptable. This begins with hiring the absolute best to achieve this goal. But in order to do so, you must have a culture that treats employees as well as you treat your customers and clients.

When I think of excellent customer experiences, I always think of my experience with Apple shops. Let’s face it. Most people don’t grow up dreaming of one day working in a shop. Yet, this company doesn’t seem to have a problem attracting top people while other retailers settle for people who consider customers as an irritating interruption.

Next time you are tempted to hire a new employee, ask yourself, “Is this person good enough?” If you can’t say, “Absolutely!” right away, then pass.

Go back to the basics

Large organisations use applicant tracking systems that are all the rage these days, but are they really effective? Most screen applicants out, rather than in. Is that really your intent?

If your operation is small enough, go back to the basics. Have your hiring managers personally go through each application to ensure that small gems aren’t being looked over. Make hiring managers fully accountable for the selection of their people. Encourage them to pass on candidates who don’t appear to fit with your culture.

Give managers a hiring process that works

You don’t see many recipes with only ingredients and no directions, do you? That’s because people usually need to follow a process in order to achieve consistent results. Most companies that I’ve encountered somehow expect their supervisors and managers to appear on the scene fully trained on how to select the best people. The HR Dept. has been brought in to train people on Effective Selection and Recruitment who have been managing for years ans every session we hear, “I wish I had known this years ago!”

Accelerate the process

I’ve also noted that companies are taking too long to hire good people. As your businesses begin to grow, speed will be imperative. Vacant positions will lead to existing staff becoming overworked and demotivated bringing down your reputation as a good employer. Mediocre staff will make customers feel that they aren’t really that special. Customers will look for a place where they feel they receive a better service.

Bring in a master chefthe_gibraltar_magazine_october_2016-photos_page_029_image_0001

We see too many companies using shortcuts when it comes to training their staff in how to assess people. Some actually believe that you can learn this skill by watching a 45-minute video. It doesn’t work this way for the majority of people so consider bringing in an expert who can work with your people as they practice their craft.

Benefits of selecting right the first time around

Besides the obvious benefit of hiring good people the first time around, there are a number of other benefits:

  • Reduced stress

We know many CEOs, and managers who have lost countless nights of sleep worrying about how they were going to fire someone who never should have been hired in the first place. Do this right the first time and eliminate the stress.

  • Improved reputation

In any business, your people are your brand. Hire the right people and you can bet that others will be singing your praise.

  • Decreased cost of employee turnover

If you really knew the true cost of turnover, then you’d be taking names and heads would be rolling. The cost of job adverts, recruitment fees, salaries of your own recruiters, background checks, opportunity cost, refunds for poor service, and matters that didn’t get done because you were busy focusing on disciplinary problems all add up to quite a hefty number.

Some recipes are worth keeping and passing from generation to generation, and others should be thrown.

To become a master at Effective Recruitment and Selection, book your place at our workshop on October 4th. Contact Bev at HRadvice@theHRDept.gi