Recruitment

Hiring (Or Recruitment) – What’s It All About?

Hiring (Or Recruitment) – What’s It All About?

When you’re hiring, you’re looking for the people who can support you growing your business. The people who will work with you not against you. But there are some things you need to do before you start looking for candidates and advertising your job.

You want people that will fit with your company’s culture and who will work well with your existing team. But you also need people who have the skills and experience do the job you’re employing them to do. You’ll also want to make sure there is a mix of personality types in your team. A team of one personality type will argue, not challenge each other, or will get nothing done.

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Extract Experience

Extract Experience

How do you find out if someone has experience that demonstrates they have the attributes you are looking for? In a previous article we discussed identifying the attributes that are most important for a particular role in your company. Knowing what you are looking for is the first step in finding the right person to hire. Once you’ve done that, how do you find out if the candidate has the attributes you are looking for? The best way to find out is to ask, but there are different ways to ask a question. You want to elicit open, honest answers that will help you decide if this candidate will fit in your company.

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Job Adverts Are Sales Pitches

Job Adverts Are Sales Pitches

When it’s time to recruit, how do you create your job adverts? Do you take the job description and use that to advertise? Well you could – but it’s not very sexy. It’s a factual, but somewhat dry document that’s a great starting point for getting your thoughts in order and to use as the basis for performance management. It’s not likely to grab someone and say “This is the job I want!”

Job adverts need to tell a prospective candidate what the benefits of joining your company are over a similar company, as well as tell them what the job involves. They need to engage the perfect candidates so they apply for your job. If they don’t apply, you won’t know they exist, so you certainly won’t be able to hire them.

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How To Decide Who To Hire?

How To Decide Who To Hire?

Once you’ve been through your recruitment process and have interviewed several candidates, how do you decide who to hire? Maybe you’ve asked about four attributes and the candidates you’ve interviewed have different strengths in the four areas. How do you decide who is best overall? How do you make sure you’re fair and objective?

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Job Descriptions – Getting It Right

Job Descriptions – Getting It Right

Use job descriptions to develop a clear, mutual agreement between you and your employee about what you expect them to do for a given job. Use them to communicate to candidates and/or recruitment agencies what you’re looking for when you’re hiring.

They are the common ground you can refer to when talking about performance. This is particularly useful if you and your employee disagree about what they should (or shouldn’t) be doing. Use them as the framework for the performance-related goals you set.

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Question – Get It Right In The Behavioural Interview

Question – Get It Right In The Behavioural Interview

The Behavioural Interview is a great way to find out if someone has the attributes you are looking for. The best way to find out if a candidate has the attributes you are looking for is to ask, but there are different ways to ask a question.

You want to ask questions that result in open honest answers that will help you decide if this candidate will be the right fit for your company. Well-structured, behavioural interview questions will enable you to get real-life, past examples of job-related decisions, actions and results that demonstrate whether a candidate has the attribute you are looking for or not.

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Filter When Recruiting – A Case Study

Filter When Recruiting - A Case Study

Filter when you recruit so you only spend your valuable time and energy interviewing the best candidates, not every candidate. This article looks at an experience that a client of mine, Michelle, learnt from. When Michelle was recruiting for an Office Administrator, she put a job advert out locally in various places. She figured that the job didn’t need huge amounts of experience and she could train the person to do most of what she needed. She thought it was more important that they were relatively local so they could get to and from work easily, and that they fit in the team well.

Her job advertisement was very generic and listed a number of things the person would be required to do, but not all of them. It put a lot of emphasis on covering the phone answering service that her business provides as one of its services.

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Trust Your Gut? – A Case Study

Trust Your Gut? - A Case Study

How do you decide who to hire after you’ve interviewed a number of candidates? Some people decide based on gut feel alone. Others are extremely objective and do everything based on scores and numbers. This article describes a case study where both were used. Overall, however, gut instinct was used to make the final decision. Hindsight showed it was not a good decision.

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Google Interview Questions – Case Study

Google Interview Questions - Case Study

Knowing what questions to ask in a job interview can make all the difference when hiring the right person for your company. You can use questions that look like they lead nowhere, like the trail in the photo. Alternatively, you can ask questions that take you to exactly what you want to know. Today I’m sharing a case study that shows why using Google to find interview questions is not always best. It may be a quick solution, but won’t necessarily help you find that perfect hire you’re after.

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Wrong Fit – Case Study

Wrong Fit - Case Study

As previously discussed, if someone is the wrong fit within a company it can affect productivity and performance. Last time I shared a case study that shows how a change in culture within a company can affect employees. Today I’m sharing a case study that shows why taking the path of least resistance is not always best. In this case it was around a wrong fit situation. Short term my decision made life easier, but long term having the right fit would have been better.

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