The seven positive steps to take to help you find the right person
When assisting clients resolve workplace issues or when representing clients in unfair dismissal matters, we are often asked the questions, ‘How did it all come to this?’ and ‘Where did we go wrong?’. Often the answer is ‘At the beginning.’
In HR terms, prevention is far better than cure. Often the problem commences with a wrong fit between the person and the organisation. We have all been there, made the same mistakes, but in this article we consider what positive steps we can all take to ensure we find and hire the right people. Who are the people who will positively contribute to the business and help build your culture?
We propose 7 key steps to avoid making costly people mistakes and ensuring that you focused on finding the right people for your business:
1. Develop a Recruitment Plan and Strategy
You have to have a clear idea of how you will go about the recruitment process – where you will find the right person, where you will advertise, who will be involved in the selection process, what the salary will be and when will you need the person to start etc.
2. Interviews aren’t everything – use multiple selection techniques
Interviews are only one part of the recruitment process – try not to place too much emphasis on them. You need to ensure that the whole hiring decision is not made on the basis on one short interview. It is easy for people to ‘sell themselves’ in a short period of time. So use a variety of selection techniques. Remember you are trying to gather as much information as possible about the candidates to help you make a balanced, informed decision. Objective measures such as work tests, psychological assessments and assessment centres may be of substantial assistance, depending on the role to be filled.
3. If your instinct is telling you something listen carefully
If your instinct is telling you something, most times it will be right. It is called the ‘gut feel’ method of selecting people. Seek further information from the person and do not be afraid to ask some hard questions and look for objective measures such to assist you in your decision making.
4. Do Not Rush Judgment or Selection
Do not be in so much of a hurry to get someone on board that you make an error of judgment. There is a well known adage that always should be heeded when it comes to recruiting people to your business – ‘make big decisions in the calm’. Remember there are plenty more fish in the sea.
5. Always Check Several Referees
Make sure you have done a thorough job in checking referees.
6. Ask yourself a simple question ‘Will this person fit in here’.
Some people may be brilliant at their role but that does not necessarily mean they will fit into your culture. Know and understand your culture and ask yourself some hard questions about ‘what is it really like to work here?’. Once you have determined that in your own mind, you can determine if someone is right for your business.
7. Looks for Resume Gaps
Always check a person’s resume carefully – resume fraud is real and more common than you think. Ask questions relentlessly if something does not seem right.
If you have any queries about hiring the right people, please contact Peter Fletcher, Senior Consultant on 38331219.
