Aristotle said, “The whole is greater than the sum of its parts.” True as this may be, it is the finer details, the reading between the lines of this statement that is paramount to the success of any business.
Behind every company, whether it is a multinational corporation or the smallest of start-ups, the key element and the cog that keeps the wheels in motion, is the talent. Fundamental to this, is the recruitment and retention of the right people for the right job, at the right time- therefore ensuring that the “parts” are in fact, the right parts.
As simple as this may sound, it has been reported that 2 out of 3 new hires proved to be a mistake within the first 12 months. It is tempting to fill a vacancy as soon as possible as a ‘quick-fix’ solution for fear of the adverse consequences involved but the majority of the time, lack of planning and strategy during the process can lead to poorly recruited candidates or mistake hires that can cause even greater problems.
As a result, this negatively affects businesses, including but not limited to the financial burden associated with turnover, not to mention the impact on productivity and morale.
Recruiting the best-fit candidates for roles within your company can be a complex and time consuming process but the key is to simplify the practice and ensure that the time, effort and funds are focussed on all the right areas.
In our business coaching of London companies, we have found that recruitment is one of the most challenging areas for business owners – especially as they seek growth and therefore require the right team to support and rely on. The 4-hour recruitment process that we formulated helps to facilitate this notion, but there are also a number of other ways to recruit staff that you need to keep in mind.
1. A clearly defined, detailed and well written job description
One of the first things to get right is the job description. This can be regarded as a mutual statement and agreement of expectations – what is expected of the candidate and what the candidate can expect to take on within the job itself.
A clearly detailed job description communicates the direction, defines objectives and clarifies the intentions of the company, not only to the employer and potential employee but also to members within the team that may be affected by the new recruit. The combination of talents that contribute to “the whole” must work together and create synergies in order to bring ideas to life, streamline goals and drive business forward.
An accurately defined job description can also speed up and facilitate the recruitment process to encourage a deeper understanding of the complexities of the job, the skills and expertise required for the role and the level of experience necessary to perform to the best of ones’ abilities. Is the role mapped out so that the best type of candidate can execute the job to high standards and yet still be challenged enough at the same time?
2. Include existing members of the team in the recruitment process
Involving team members in the hiring process can be a crucial part of the puzzle in terms defining the job role. Existing employees can help to determine the skills and manpower necessary and perhaps identify the type of person that is currently missing from the equation.
This can empower existing employees by involving them throughout the recruitment process and principally, the people that will be working most closely with the new hire can essentially help to form and clarify the job description. By including them, this will help you to really understand the fundamental role of each team member and it is likely that each individual will be more willing to accept the systems and strategies that are put in place, knowing that they played a part in shaping it.
3. Recruitment should be strategic and logical
Getting the right candidate for the job should be well thought out- it should be targeted, planned and executed in a structured and consistent way. Hiring best-fit candidates has much to do with company culture and finding the people that can bring something positive to the table in a way that flows with the current and not against it.
What is it about your company and the role that will attract and excite potential employees? How effectively have you communicated and marketed this? As much as there is a need to fill the role and satisfy the ‘gap’ in your company, you need a candidate that wants to work for you and for your company because of what it means to them.
This relates back to the clearly structured and well-written job description, which should include the aspects of your company, highlighting the culture, the working environment and everything in between that will appeal to the type of person you wish to recruit.
Finally, be as picky as you need to be during the selection process – there is no point wasting your time interviewing a candidate if they do not fit in with the culture of your business and the energy of your company.
Do not feel the need to settle or compromise. Remember that the right candidate may not be actively seeking new opportunities, so you need to be creative, efficient and relentless in the search for the best person for the job. It may seem like a time consuming journey in the pursuit of finding the right candidate but if successful, you will be saving yourself both time and money in the long run.
Need more advice on recruitment strategies?
This is the 4-Hour Recruitment Process that we have developed with our recruitment partners, SJ Mann Solutions, through years of experience helping our clients recruit the very best candidates.