Recruitment Checklist [2] Define
I know this is a bit back to front but, getting recruitment right in the first place is key. It saves you money and time. Last time I wrote about Job Descriptions and Competencies, this time it’s all about defining requirements and the process.
A flow chart for easy recruitment & selection
The whole nature of the ‘definition’ part is:
- What is the vacancy?
- Have you got a definitive job profile?
- Do you need to do a job analysis?
- Is your job description accurate?
- Does the person specification give enough information?
- What type of role is this to be? [Permanent, temporary or contract?]
- Have you decided a salary?
- What will the selection criteria be?
- Who will be involved in the selection process?
- What will happen?
- What is the timetable for events?
About the vacancy, this presents an opportunity to restructure, reassess and/or alter the requirements for the job, whether it is an existing post or a new one.
Having a good job description and person specification ensure that the role is defined accurately and in detail. It also means that you have robust criteria to assess candidates against ensuring a fair and equitable process. In addition you will have a benchmark for induction and training, and allow prospective candidates to decide for themselves whether they have the essential or desirable criteria required. The person specification should include skills, knowledge, aptitudes, type of experience necessary directly related to the job. However, any criteria relating to personal qualities or circumstances which must be essential and directly related to the job, must be applied equally to all groups irrespective of sex, sexual orientation, race, age, nationality, disability, religion, belief or membership or non-membership of a trade union. It is potentially discriminatory to do otherwise.
By defining the role in detail, it is possible to decide the type of role and what salary and other benefits it commands.
The next decision to take is how will you assess and select potential new people and what criteria will you use. If you have a competency based JD/PS then your life is made much easier. You might also be thinking of adding role play/psychometric tests and/or work related tasks to the process. The first sift would most probably be on CVs or the application form for you to decide who you will want to talk and interview next.
And who’s going to help you? Will it be your decision alone or will you use outside consultancy support, in-house HR or a manager? Once you have decided who is involved make sure that everyone is clear on what their role is and when they need to participate. Do any of the selection panel need training on interviewing or assessing? Reminding the panel of their obligations to make the process transparent.
As with any project, the recruitment and selection of new persons has clearly marked objectives, milestones and goals. These need to be thought through so that applicants have sufficient time to respond to adverts, you have time to check all the responses and contact potential candidates and then there is a timetable for inviting them to interview/assessment centres and making decisions. It’s surprising how long the lead time can be, don’t underestimate the period required and put pressure on either decision makers or candidates. Making a hasty decision might well mean you’ll repent in time – and that can be costly in financial terms as well.
Lynn
http://assessment4potential.tel/
All those involved in recruitment activities should be aware of relevant legislation and the latest legal position on issues such as discrimination and the need to treat candidates fairly, asylum and immigration rules, data protection, and employing those with criminal records and anyone who will be working with children or vulnerable adults.
About Lynn TulipLynn Tulip is a career management and HR professional running her own HR consultancy. Her passion is working with individuals, helping them rekindle their work passion. Read the newly published Get That Job, the art of successful job hunting.. Apart from loving food and fitness, she enjoys her ever growing family. Find her online or follow her @LynnTulip and @A4P_HR
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“Once you have decided who is involved make sure that everyone is clear on what their role is and when they need to participate.”
Couldn’t agree more. If you are using an agency, make sure you know exactly where you stand from day one. That way no time is wasted and you are more likely to turn the vacancy around quickly.