Best People for Best Results: Good Recruitment is the Key

The people who are doing the work are the moving force behind the Macintosh. My job is to create a space for them, to clear out the rest of the organization and keep it at bay. Steve Jobs


Good or bad employees are determined by the choices that you make on recruitment.

 

Everything that you do in business is impacted upon by the people that you employ. You want better results? Recruit and retain the best people. Here are some of the key steps in a good recruitment process that will ensure that you get best results.

  • Clarity on Job Description

Total and absolute clarity on the job Description is crucial. This means knowing what it is that you want done (the primary objective), the key tasks that must be completed (ideally no more than three or four major tasks, each of which must add serious value) and the key measurable of employee performance.

  • Preparation for the Job Interview(s)

Never, ever recruit on your own. Equally, do not recruit on the basis of a single interview. Know exactly what areas each of the interviewers are going to cover, down to the individual questions that will be asked. Remember that the business is also under scrutiny and assessment and ensure that information, explanations and communication with candidates reflect how the entity really operates, not how it should operate or how it will operate next week.

  • Retain objectivity in Interviews

As well as asking standard questions of all interviewees, it is important to have a predetermined system for “marking” or “grading” candidates. This may be a simple system which isolates the key areas of Education, Knowledge & Experience and General Suitability or more detailed marking structures for responses on individual questions.

  • Making the offer

Invite the successful candidate back to the exact location within which they will be working. Keep it as informal as possible. Give them the opportunity to have the grand tour and of meeting potential colleagues in the exact work environment. Ask directly what will ensure that they will take the position if offered same.

  • Terms & Conditions Apply

The proposed basis of employment should be absolutely clear. This includes full remuneration and basis of change thereof, additional allowances, payments and bonuses, holidays, leave and sickness cover and other relevant employee benefits. It should also detail any exceptional terms and conditions such as non-compete or client confidentiality clauses.

  • Check it out.

Before you issue any final letter of appointment, be sure to check out the prospective employee. This may be a simple pre-employment medical, original documentation on stated qualifications and achievements or reference checks. People anxious for work frequently fib or, at best, exaggerate their knowledge, skills and experience.

 

It may appear somewhat laborious and complicated to follow these steps. Even a robust recruitment process is no guarantee that you have the best employees possible. However, to ignore these basic rules will ensure that you do not give yourself the opportunity to recruit the ideal candidate. Remember that the cost of employment is likely to run into hundreds of thousands or even millions over the lifetime of an employee. The costs of a mistake will always be higher. Take the time and follow the process to ensure that you are making the right investment at the outset. Follow these tips and you will have a solid approach and a better chance of good results. As always, Good Luck and Good Hunting.