Expert Opinion: Recruitment... it's a bit like decorating
So you’ve decided it’s time to re-decorate your living room – time to move on, out with the old and in with the new. So what do you do? You probably sit down and have a good look through some magazines for inspiration, do a quick search on the web to see what the latest trends are and then decide what you fancy for your new look.
Then comes the researching of the materials, looking for the most cost effective option (DIY or employ a decorator?) and purchasing what you need to get the job done. But that’s only the start of it, then begins the preparation of all the walls etc, making sure you’ve got the best materials and giving yourself enough time to ensure you get the perfect finished result. And finally, don’t forget to enjoy the experience. After all, you don’t want to get to the end and find that you’ve hated every moment of the process and that the outcome holds no pleasure. This will only increase the chances of you making the wrong choice just to finish the job quickly!
You can probably see where I’m going with this…
Recruiting the right people for your organisation is really no different to decorating. You know you’re going to have to invest time and money in order to get the best person for the job. Therefore, make sure you plan your recruitment process carefully. By failing to prepare, you are preparing to fail and that can be costly for you and your business.
As with decorating, it’s essential that you do your research. Consider the following:
- Budget: what salary are you going to have to pay for the ideal candidate?
- Stock: how readily available are the skills you want or need?
- Choices: what recruitment options do you have?
- Plan: have you got a comprehensive job description and person specification written so you can assess and benchmark the skills of the candidate against those needed to be successful in the job?
- Time: how much time and/or knowledge do you yourself have to carry out the recruitment process?
- Experience: will you DIY or outsource the whole campaign/part of the process to a specialist?
Don’t rush it or go into panic buying mode – give yourself and the candidate time if you want to attract the best talent. As the saying goes, “act in haste, repent at leisure”. When decorating, it may take an extra week for the stock you want to arrive. Well, when recruiting, you have to understand that the perfect candidate may need a little extra time to come to the decision that a role with your organisation is the right move for them. Be patient. Believe me, it’ll pay off in the long run.
Finally, be courteous to everyone you deal with. Make sure ALL candidates have a positive experience, feedback to everyone no matter where they get to in the process and be prepared to give feedback to those that request it. It goes a long way to making your business an employer of choice and somewhere people will still want to come to in the future.
So, there you have it – whether you’re recruiting or decorating, remember these core principles: prepare well, utilise the best resources, outsource all or part of the process if you need expert help and make sure it’s a great experience. Do all of this and you’ll have the greatest chance of achieving the best long-term result!