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A Must Before You Recruit
| Guest post by: Chris Watson |
Article Overview: Building an ideal candidate profile is so often missed by managers when they start to consider recruitment and the process or structure it will take. They jump straight into the search and interview phases with little thought of what their ideal candidate profile would look like. If you do not know what you are looking for, how do you know when you have found it?
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Free Download - A Must Before You Recruit By Chris Watson |
A Must Before You Recruit
Let’s just take the scenario that a member of your middle
management team resigns. Is the first thing you take into consideration that of
how you are going to replace them, or do you review the role, key tasks and
responsibilities that person had?
When a member of the team resigns it gives opportunities
to evaluate the role. There may not be a requirement for the role going forward
and in that case you would not replace. There are of course other options
available to you at this point which may include:
1. Change
of job title
2. Amendments
to salary
3. Amendments
to commission or bonus structures
4. Changes
to the job description
5. Variation
to whom this person reports
6. Changes
to key tasks and responsibilities
7. Alterations
to the people that report in to the person in this position
Once you have considered the points above you may also
find that the skills, qualifications and previous experience required from the
person that fits this role best have also changed.
Building an ideal candidate profile having taken all the
above into consideration is the first phase of the recruitment process. You
have probably heard of the phrase “What good looks like” when reviewing a
process, product or facility. An ideal candidate profile is the same but about
the person that is a best fit for the role.
An ideal candidate profile could include qualifications,
key skills and previous experience. Other areas will also require consideration
such as aptitude tests, personality profiling, location, travel time etc.
Once you have your list of requirements they may need to
be split into essential and desirable. A scoring matrix may be used to assist
with areas where there could be a grading system. Your ideal candidate profile
will assist you when discussing the vacancy with recruitment agencies, drafting
vacancy advertisements, agreeing the interview questions and final selection.
Your interview questions should be based on gaining
answers that will assist you to determine if your interviewee has the desired
ability and competencies in the ideal candidate profile.
When you build and ideal candidate profile for recruiting
purposes you know if and when you have found what you are looking for.
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Article Tags: Candidates, Interview, Profile, Recruitment, Training
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About the Author: Chris Watson RSS for Chris's articles - Visit Chris's website Chris spent over 20 years in the Retail Automotive Industry latterly holding positions as Operations Director, Divisional Director and Managing Director before forming two of his own companies from 2006. Connect HR & Recruitment Ltd was established in 2007 of which Chris is a Director and Partner, a business that offers support and advice to SME's on Recruitment, Human Resources and Health & Safety. CARS (Connect Automotive Recruitment Services) is a trading arm of Connect HR & Recruitment which specialises in the Automotive recruitment sector offering Executive Search and Selection plus Managed Advertising services of which Chris is a senior Recruitment Consultant. CARS has access to over 100,000 experienced Automotive candidates residing in the UK. In September 2009 Chris was elected as Fellow of "The Institute of The Motor Industry" and in January 2005 he was awarded a Diploma in Performance Coaching by the NCFE. Chris also holds a certificate for Managing Conflict in the Workplace awarded by the Institute of Leadership and Management (ILM) in 2011 and a certificate in employment and consumer law. Chris has written and developed a one day training course "Successful Recruitment" as well as presenting and writing on the subject of recruitment within the Automotive Sector. Find out more about CARS at www.carrecruitment.com Click here to visit Chris's website   Improving Morale After Redundancies How to manage your way through an Economic Downturn A Must Before You Recruit Employment References Are So Important Alternatives to redundancies have benefits |
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