A comment by a client yesterday started me thinking about our willingness to settle for less than ideal when we could be seeking the best.
With a little extra effort when recruiting staff, your business results can be ‘really something’ rather than ‘better than nothing’.
First, some research on recruitment in small to medium enterprises…
The SME Boardroom White Paper released last week showed that the primary method for recruitment, used by 71.9% of SMEs, is to advertise the position themselves. Other sources of new recruits are business and personal referrals (57.8%) and staff referrals (40.6%). What’s your method of choice?
Also contained in the White Paper is information about what SMEs look for when recruiting. The main thing is attitude (78% of respondents). Cultural fit (39.1%) and technical skills (34.4%) are also important. The survey didn’t ask how SMEs assess these requirements.
If you advertise directly and recruit for attitude, you will need a process that is efficient and effective. Here’s a short summary of the steps you’ll need to take before you can make an offer to the new recruit you’re looking for:
- Define the role – job description, including talks and responsibilities
- Define the technical requirements – skills, qualifications, experience
- Define the ideal personal attributes – attitudes, values, work preferences, cultural fit
- Advertise appropriately to attract good candidates
- Receive applications, read all cover letters and resumes
- Screen applications to determine technical requirements are met
- Create a shortlist
- Conduct behavioural interviews – consistent, relevant questions
- Assess job fit and cultural fit
- Reference checks, other pre-employment checks
All the same steps should apply, except for advertising, when your candidates come from referrals.
Are you going through all the steps?
If you would like a copy of our detailed Recruitment Plan, just let us know. We are here to help you find and keep your dream team.