Key points
Selecting the right people
Getting recruitment right involves three key stages:
- Defining the role
- Attracting the right candidates
- Selecting the right people.
While there may be pressure internally to fill vacancies quickly, it’s important to take time to consider what the needs of the organisation really are, and what role or type of person is needed to meet these needs.
The result of this process will be a clear, detailed job description setting out the purpose and responsibilities of the role. Some organisations also develop a person specification to define the type of individual aptitudes, experience and personality that the role requires. Setting this out formally helps in a number of ways – giving prospective applicants a clearer idea of the role. It provides an objective guide or checklist to use during selection tests or interviews. It also provides a natural starting point for setting individual objectives for the new recruit.
According to CIPD, local newspapers remain the most frequently used method of attracting candidates, followed by using recruitment agencies and placing information about vacancies on the organisation’s website. In fact, online advertising of vacancies is a growing trend, with employers often posting roles both on their own website and through specialist online job boards. To streamline the applications process, a third of organisations now accept application forms submitted online.
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