Recruit in haste, repent in leisure! That’s certainly very true when you need new people in your team. When you are looking for a new person, it can be tempting to just place an ad or ask for resumes to be sent in from your favourite job websites.

But there’s a better way to plan for new recruits, and a little time well-spent now will reap greater rewards later. Here are some ideas to kick-start your recruitment process:

• Make sure you are thoroughly aware of the responsibilities of the position. Ask yourself: what are your expectations of the person? What do you want them to achieve? How will you measure their success? What sort of tasks will they be required to handle?

If you are clear on all these objectives, it gives you a head-start in thinking about the type of person you want

• Understand the type of person you want. Ask yourself: What knowledge and experience should we require for the position? Is experience more important than talent and creativity, or is it the other way round? What characteristics does the new person need to fit in with the team they will be working with?

Answering these questions ensures a good fit with the current team.

• Where will you look for them? Your favourite job-hunting websites might be your first port of call, but think about what the new person may be reading and surfing for. Maybe a professional association’s website will offer job adverts. That way, you’re more likely to get your request seen by people who could fill the position.

• Prepare well for the interview. Determine the qualities in the person that you are trying to highlight. Are they motivated to take your company forward? Do they have the ability or will they need to be trained up? Will they fit into the team environment?

Consider questions and lines of discussion that will get answers to all these strategic questions.

• Check the resumes and CV’s again before the interview. Nothing is worse for the candidate than to see the interviewer scanning the CV as they are interviewing! Ensure you’ve done your research on the candidate and prepare to ask questions relating to the information you find.

By preparing effectively for the interview, you give yourself a much better chance to recruit the best rather than relying on gut instinct.

Thanks again

Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
FREE email course “Improve Your Management Skills”

How many times have you employed someone based on their CV and the way they come across at interview, then learned to regret it some time later? It may be that they don’t really fit in with the team, haven’t really got the skills they claimed to have or the job role isn’t what they expected.

Interviewing someone simply because they have a good CV may cause problems. Experience shouldn’t be ignored, but it’s not a reliable indicator as to whether someone can give you the outcomes you want.

The CV just tells you about the past. What you’re really looking for is what they can do for you in the future!

It doesn’t matter how long they have been in your industry, or how long they have been in the type of job you’re trying to fill. You need to establish whether they can give you the results you need.

The relevant questions you can ask at interview should include;

• How are you going to generate more business for us?
• What will you do to improve our brand image and awareness?
• How do you demonstrate the skill-sets you say you have on your CV?
• How will you increase customer loyalty?
• What talents do you add to my team and how will you demonstrate them?

You should concentrate on the factors that you will ultimately be judged on, so you need people who can assist you in delivering those results. Your success will be measured by how your people perform, so create questions at the interview that will give you clear indicators the person is aiming for the future rather than relying on past history.

Thanks again

Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
FREE email course “Improve Your Management Skills”