Creating a suitable job description
To hire the right person you need to have the right job description. An inaccurate or incomplete job description will waste time and may result in hiring the wrong candidate. The hiring manager for the position must be involved in creating the description to ensure that they communicate fully the requirements for the position.
The job description should describe your ideal candidate for the position.
A good job description should be accurate and complete. It should include
- key tasks you expect the candidate to perform – don’t surprise them with extra tasks after they start the job.
- describe what is necessary / helpful / added bonus for the job,
The skills and salary should be reasonable for the job.
Time spent in creating an appropriate job description will make it easier for a recruiter and candidate to understand what the position entails and the faster you will get suitable applicants. This will save you time and reduce frustration.
You need to know that the candidates selected for interview can
- Do the job
- Operate under pressure
- Fit in with your company
Hence your questions need to look at these areas regardless of the size of the company or nature of the job
Do the job – you know their skills and experience from the resume but you need to check their competency. Question their previous work experience with questions like
- What steps did you take to…
- How did you do ….
Don’t ask questions with yes/no answers.
Listen to the answers to determine
- how quickly they answer,
- was the answer complete/correct,
- did they answer what you asked or go off on a tangent.
Operate under pressure - it is easy to work well when things are calm but you need someone who can operate well when things become difficult or confusing. So you need to ask tough questions which will put them under pressure Why are you the best candidate for this job over all others? Which co-worker did you get along with least well? How did you handle it? Describe a stressful situation in your previous role and how you handled it. How did you like our website
Again what is important is the speed of their response, answer directly and fully. If someone says they were never in a stressful situation – that is doubtful.
If get on with all their colleagues – are they a pushover?
Fit in with the company – for candidates that rank equally, you need to consider the person that will fit best with the rest of the team. You are not necessarily looking for the nicest person but rather the person of best fit - someone who will add to the team.
Getting the best from your employees
Committed employees are much more likely to be productive and remain loyal to your company. To keep employees committed you should consider
- Career progression opportunities make staff feel valued and committed
- Communicate the company’s long term strategy – it shows confidence in the company’s future.
- Motivate employees - give employees a sense of purpose. If employees feel that they are needed, they will be more committed.
- Recognise efforts made – whether it is a word of praise or financial reward.
- Performance reviews – let your employees know how they are doing through regular feedback.
- Empowerment – focus on the result rather than the pathway to achieve the results. Micromanaging employees displays a lack of trust and belief in Allowing employees the leeway to succeed is key
Recruitment the smart way
Get the right person – not the available person! Someone who is willing to leave their job in a downturn is more like to stay when times are good. Hiring the wrong person however, is costly on your business – aside from the financial cost, having the wrong person affects productivity, staff morale and reputation.
- Look for someone with a genuine interest to work for your company. Many people need a job and will fight to get one but do they have a genuine interest to work for your company? If your company is chosen as the next ideal career step, then you are more likely to see more productivity and commitment.
- Consider talent of strong applicants who are reassessing their career path. They can offer new skills and experience now and in the future.
- Build relations now for future opportunities. Building your network gets you well positioned for getting top talent quickly for future recruitment.
- Recruitment agency talent. A recruitment partner that understands your business needs will ensure that you only see suitable candidates who are genuinely interested in working for your organization. They promote your company brand. If you give the agency a thorough understanding of your company needs at the start, it will ultimately save you time.
- Have you considered your future requirements? Do you have the talent to get you where you want to go?