Appointing the right person to the right job means being able to effectively identify and match up individuals to a list of specifications, while considering what they particularly have to offer for a role. Getting the right person can also mean establishing the correct interview procedures, as well as working out whether a person fits into an existing company culture. Working with experts such as Prism Recruitment can help to reduce headaches during this process, and can improve your chances of making an ideal match between a vacancy and a candidate.
Different recruitment methods can be explored for a position, depending on the level of seniority required, albeit with a clear sense of the basic qualities that you want for your business. Performance benchmarks and a list of desirable traits can be established when putting together a hiring process, and can be matched against salary expectations and targeted groups within a job market; this might include recent graduates, or senior figures that can be head-hunted for a role.
In terms of ensuring that candidates closely align with your expectations, it’s worth taking the time to review your company culture and how the particular needs of a position can be laid out in an advert. You need to be confident that the person you’re hiring is both qualified and experienced enough to take on responsibilities, and capable of being able to fit in and even manage other employees. To achieve this, it’s important to develop a clear recruitment strategy before you advertise a position.
Companies can take advantage of specialist advice from recruitment consultants before making a decision. Interview techniques such as psychometric testing can be combined with existing employees sitting in on an interview to try to get a sense of whether a candidate will be a good colleague. Practical tasks such as giving a short presentation, or being asked to outline how they might put together a long term strategy for your company, can also test out a candidate’s confidence.
To get a stronger sense of what someone can offer your business, it’s worth trying a range of different approaches to narrow down a shortlist; this can include sending out brief emails to see how quickly a candidate replies, through to screening people through phone interviews to attempt to get a perspective on how they respond to pressure. Real-life scenarios such as getting an interviewee to spend a full day on the job, can be similarly useful in terms of distinguishing between different applicants.
Getting outside help in your recruitment process can ultimately be crucial, though, to finding the right person. Experienced recruitment consultants can offer advice on how to create benchmarks for salaries and experience levels, and can help you to produce a shortlist. Consultants can similarly provide expertise in terms of putting together the right adverts, and knowing which job markets to particularly focus your attention upon.
Author Bio: Michael Monkton is a freelance blogger with interests in small business strategies and recruitment. For more on how to build a good approach to recruitment, he recommends viewing the services offered by Prism Recruitment. He also blogs about how to get the most out of recycling in the workplace.