1. Failing to analyse the vacancy and plan the recruitment
2. Not having key recruiting criteria (krc)
3. Prioritising technical skills over cultural fit
4. Taking the best of a bad bunch
5. Not doing background checks
6. Not doing an effective induction
7. Only considering internal applicants / not considering them
8. Not conducting rigorous behavioural interviews
9. Not asking for help when you need it
10. Not realising this is a marketing exercise
Read more ....
So what do you ABSOLUTELY need - the Recruitment Basics
If there were 3 things that could help you get the most from your recruitment and selection activities, here they are:
1. Recruitment Policy
Having a systemised set of guidelines for how recruitment gets done at your place will make each of your efforts more focussed, more cost effective and more successful! Have a look at 'this one we prepared earlier' to get an idea of how you can set yours up.
2. Key Recruiting Criteria (KRC)
Your KRC sets you up for success and can be used for so many things! Keeping your recruitment on track is obvious, but also to help with evaluation and selection, the onboarding process, for identifying training needs and for performance feedback! Have a look at this one so you know what we mean.
3. Standard Questions
Behavioural interviews are really asking 'tell me how/when/why you did this...'. Having a standard list of questions for each role is ideal, but if that is going to stretch you, at least have a collection that make sense in your workplace and can be used across the whole business. Here is an example of what I mean.
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