This is a guest post written for us by Dominic Wake who is a Director at ETS
Recruiting new staff has become tougher than ever before.
In today’s tough economic climate, HR departments are finding themselves inundated with applications from very talented people for available roles. It can be a job in itself sifting through the suitable from the not-so suitable – not to mention writing rejection letters and fielding apologetic phone calls from disappointed candidates.
But what about when it comes to shortlisting for interview and you have to choose between applicants who are similar in experience, education and interpersonal skills? According to employee survey provider ETS you need to measure candidates against the job, and not against each other. After all you’re not after the best candidate, rather the most appropriate fit for that job.
With that in mind we’ve put together a few hints and tips to bear in mind when you next advertise an available role in your business.
1- Look on your own doorstep first
Although you may need to expand your team, you should start by looking in your own house first. Providing promotional opportunities for current employees both boosts morale and makes your current staff feel that their skills, talents and love for the business are appreciated. Even if you still end up hiring outside your organisation, giving your employees an interview and a chance of filling the role will help you learn about their hopes and aspirations.
2 – When looking through CVs there are 3 golden rules…
• Can this person do the job?
• Will this person do the job?
• Does this person fit my organisation?
CAN – This refers to the candidate’s technical skills and knowledge needed to get the job done. Pay close attention to the person’s work history and experience and education.
WILL – This refers to the candidate’s level of motivation and drive. Do they come across as enthusiastic? Are they full of energy and hunger? Does their work history demonstrate a passion and will to succeed?
FIT – This refers to the candidate’s specific attributes and traits which they need to fit in well with your business. For example is teamwork more important than individual effort? Is it a high-pressured role or more relaxed culture? After all, the ability to adapt and fit will have a direct bearing on an applicant’s success.
As a separate thought, remember to assess the previous employee’s traits and identify their characteristics – what did they do well? What were their characteristics which made them so successful? Also think about what they did less well – what would you hope a new applicant will add to the role? If you are filling the role for the first time, what will it take to guarantee success?
3 – Before inviting to interview, check them out online
This may be somewhat controversial, but in today’s internet age most people have an online footprint. Simply putting their name into a search engine can return some interesting results – would you really want to hire someone who’s Facebook profile is littered with drunken and somewhat compromising pictures? Websites such as LinkedIn let you check out their work history and spot any irregularities in their CV.
4 – At the interview stage – beware of the common mistakes…
Once you’ve narrowed down your shortlisted candidates and let down those who you felt didn’t make the grade, the interview stage will have the biggest impact on whether or not you decide to hire.
However, beware of the over-influence of first impressions. In the first few minutes of an interview many employers make the common mistake of deciding there and then if they’re suitable for your business. But beware! Can you really afford to make the mistake of hiring someone after just a few seconds of meeting them?
Also beware of what’s known as “the cloning trap”. Don’t ever make the mistake of recruiting in your own image or replicating a certain ‘company type’. Focus on their accomplishments, energy and enthusiasm.
To assess capability at interview you should measure the candidates against the job, and not against each other. Remember that you’re not after the best candidate, rather the most appropriate fit for that job.
5 – After the interview – involve your employees in the hiring process
The final stage in assessing capability is to get your employees involved in the hiring process. They could help you recommend candidates who they feel would make a good fit by reviewing CVs. And, once they come for interview, why not introduce them to the team to see how they gel? Maybe even ask them for a trial morning to spend the day getting to know them.
6 – References, references, references
It goes without saying, but references need to be checked out. Unfortunately many employers don’t bother with this and can sometimes find themselves hiring someone with a less-than-satisfactory work history.
To sum up…
Assessing a job applicant’s responsibly includes an ability to fit well in your organisation. Such a comprehensive effort takes time, the time to prepare for interviews and conduct them, but it is an investment that proves its value in the long run and prevents the far greater cost of failure.
