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The Science behind recruiting A-list employees

Friday, 18 May 2018  
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Recruiting the right employee can be an arduous task that often leaves employers baffled and defeated when realising the employee they hired is not quite the right fit for their company. So how do you optimise your recruitment process to achieve the highest return on investment? You take it one step at a time. Recruitment is so much more than just placing an advert filled with requirements and specifications and conducting a few interviews. It is a process that needs to be handled with extreme care to ensure that the person that walks through the door has the best chance to be successful.

Create the blue print

Every environment has its own eco-system and culture. It’s therefore crucial to understand and define this upfront in order to have a blue print of what the ideal candidate should look like.

When defining this ideal candidate you need to ask yourself the following questions:

  • What do they need to be successful? (Experience vs. qualifications or both?)
  • What skills should the candidate bring to the table?
  • Who will they report to?
  • How will they fit in or relate to the rest of the team? (Will they disrupt and is that such a bad thing?)
  • What type of work style should they have?

Connect with your candidates

Once you understand this blue print you need to consider how you will gain access to and attract these candidates to your organisation. Will you get referrals, advertise in the newspaper, on job portals or on social media? Or will you reach out to a specialist recruiter? Companies such as CallForce can provide access to a network of passive talent and difficult-to-find niche skills or you may need them to handle high volumes of recruitment for you. It is important though to find an external recruiter that specialises and that will easily understand your culture and strategy in order to provide access to the right candidates within the shortest space of time.

Promote your brand

As much as a candidate needs to prove themselves to you, you need to prove to them that your environment is the one they’ve been looking for. We can all rattle off a few selling points about our organisations, such as a distinguished client base, attractive salary packages and benefits or a supportive management team, but so can almost every other company out there. What is it about your organisation that makes you more attractive? Consider the following:

  • Can you offer a stable working environment?
  • Do you invest in the staff that work for you?
  • How do you acknowledge milestones and achievements?
  • Do you offer any non-traditional benefits such as free food or gym memberships?
  • Do your staff have true flexibility?

Consider what it is that makes you different to the guy next door and don’t be shy to share. If your initial blue print was correct, you will immediately recognise a candidate who connects with your company and what you have to offer. This is half the battle won.

Involve your team in the hiring process

Once you have shortlisted your top three or four candidates you should consider involving a broader team of employees in the interview process. You’d be surprised at the insight that your employees may have into a person and what they could bring to the table. This will not only ensure a better fit to your organisation, but you’ll find that the rest of the team will be more invested in helping the person to succeed in your environment. A win-win for all.

To assess or not to assess?

There are a plethora of assessment or selection tools available, all promising to do one thing - take the guess work out of recruitment. Unfortunately it’s not that simple. Assessment tools can be extremely valuable when utilised correctly, however they can also end up being extremely expensive and may miss the mark. When utilising assessments as part of your recruitment process, it is recommended to only assess candidates in the final round of your process. If you have the right assessment tool, it should be able to shed light on some unanswered questions you may have about the candidates’ work habits, tendencies and ability to perform under stress or pressure. It may be worthwhile asking selected members of your team to do the assessments as well, prior to incorporating it into your process, in order to have a benchmark of the assessment and whether it is a true predictor of success in your environment.

Dot the i’s and cross the t’s!

The importance of thorough background checking should never be underestimated. You need to ensure that every person you consider is who they claim to be. You may establish this by conducting references and other background checks such as qualification checks, criminal checks and credit checks, dependant on the requirements of your environment. The last thing you need is to employ the perfect driver, only to find out that he already has two charges of drunk driving against him!

A final thought

The success of your company strategy can, more often than not, be linked to the success of your recruitment strategy, as high quality staff are the most important resources in any organisation. Making poor hiring decisions can have a highly negative impact on your clients, employees and ultimately your bottom line. It is therefore imperative to utilise a recruitment strategy designed to match the right candidate with the right job - an investment that will see you benefit from longer retention cycles and lower turnover from new employees.

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