Rob Melton explains some important key points that guide best team leaders and managers through the recruitment and his selection process.
Rob Melton provides Course training and performance management consulting services from his base in London, Birmingham and Edinburgh. Rob Melton can handling one day recruitment and selection course in in-house as well as training in job search and selection and interviewing.
I had an interesting argument with the administration manager of a manufacturing company once. It defined one simple step missing from the company’s selection process.
Recruitment and selection is a big topic, but I want to feature what I believe are two demanding elements in recruitment selection processes for companies and organizations.
Mostly use of career and job websites to advertise vacancies is growing. The availability of online recruitment advertising is hopeful companies to do it directly, bypassing the classical recruitment agencies.
Online job websites are quick, easy to use and inexpensive.
Although these sites offer many tools to assist in the short listing process, the key challenge still remains.
The most important point is to structure the advertisement to attract the correct number of qualified candidates – not too few, not too many.
This process involves thinking about the best employment market and the likely his availability of suitable, interested candidates.
The greater the availability, the more specific you can be with the manner of the advert. If you know what you want in terms of quality, experience and his background, and you are satisfied that you can attract people, be specific. It saves you time and doesn’t unnecessarily boost the expectations of candidates.
The objective is to attract a manageable number of high quality candidates.
Mostly a job interview can be more than an interview. Skills can be tested just before or just after the physical interview.
In most positions, the ability to read and write is critical. It only takes a few minutes to have someone complete tasks that determine that they have the capability to match the position requirements.
In the case of the manufacture company mentioned above, they had to dismiss a new employee’s employment. He could not do what he challenged he could.
He was employed in a business, but with the specific motive of operating a particular machine. When his interview, he claimed he had experience in the use of that engine. As everything else was in order, he was hired.
It quickly became clear that he did not have the necessary intelligence and experience and so his services were terminated during the unproved period.
This pricey mistake could have been avoided. The choice process could have included some form of practical psychometric assessment. The best Job test would have been to actually set up a job and run it on the machine. If that was not possible standing next to the machine and asking specialized questions about its operation would have quickly confirmed the level of actual knowledge. A number of “what if” questions would have shown his depth of understanding.
When employing staff with a customer service performance, I recommend running a quick role play during the interview. The candidate can expose their customer relations skills.
Recruitment and selection success
The 80/20 rule applies to each recruitment and selection Process, that is, 20% of the effort produces 80% of the results.
Numerous management attitude surveys make the point well:
- Question: Knowing what you today know, how many of your present employees would you re-employee?
- Answer: About 60%
Destitute employee performance costs Australian employers about $4.3 billion per year.*
In team leader and management training programs I policy, low quality performance is one of the most common issues raised by participants.
A part of aggravation could be avoided if the effort is placed on getting recruitment and selection processes operating smoothly. It is better to avoid performance issue.
In summary, recruitment and selection success involves many critical elements, but two main ones are:
- Attracting the right number of candidates through careful targeting of the recruitment advert.
- Using a mixture of methods in the selection process, including practical assessments and role plays relevant to the position description.
Your special review
- If you are an employer, and knowing what you today know about your employee’s performance, how many of your existing team would you rehire?
- If you are an employee, and knowing what you now know around your colleagues’ abilities, how many of them would you hire?
- Does your organization attract quality candidates?
- Do your selection techniques include activities that enable candidates to demonstrate their knowledge and qualification?
- Are your processes superior to those achieved by your competitors?
- Original Post View SRS Group