Guest Blog by Nick Shaw, MD at 10xPsychology
Recruitment is a constantly evolving process for any business. Whether it is growing the team, finding a replacement or just making sure the company has the right people in the right roles, it is not easy, and getting it right takes a good understanding of the business and the type of candidates needed to make it a success.
Knowing the challenges
When HR teams are looking to recruit, they need to consider a wide variety of practical elements, such as whether they should look internally or externally, along with more qualitative factors, like the personality and experience needed for the role. Plus, there’s the added pressure of building upon success; HR not only needs to know what level of talent is present in the business right now, but also how they can raise these standards. Balancing these priorities can be difficult though – especially when the HR department still needs to manage the day-to-day.
Put simply, the business is looking for the right person for the role. It is not just about their skills and talent, but also about their personality. Some companies will be looking for people with a real presence in the office to help motivate the team and keep them focused, while others will be keen for quieter individuals to slot into an existing group and help get the job done. Either way, knowing whether a candidate is right for the role is not always easy. Even at the interview stage, when the team meet the person face-to-face, knowing whether they will fit into the team is not always obvious.
Making life easier
HR can add enormous value to this aspect of the recruitment process – provided they have the right information. For example, if a company is looking to expand over the next year, recruitment will naturally play a key priority to the business. However, this is usually where the information stops, and HR need to make leaps of judgement on who will fill the roles needed.
Instead, HR should encourage business leaders to clearly establish the types of people they need for the business – whether they are ambitious graduates or established executives, those looking to rapidly progress or staff that are happy remaining in a reliable role for the foreseeable future. Knowing who will work best in the role will make the recruitment drive a lot more focused.
The next step is establishing how ‘success’ will be measured for a particular role, as well as how these criteria will change over time. It may be that the skillset required on an employee’s first day will change over the course of the year, which will require the candidate to be both adaptable and flexible. For HR, the ability to predict how an employee will change over time is vital, as this transformation needs to directly align with the company’s plans for development. Reviewing this data alongside the company’s three to five-year strategy will also help establish what skills and talent it will need to futureproof the business.
If HR is able to gauge these factors when recruiting, alongside other attributes like a candidate’s loyalty, key motivators and even the way they deal with workplace stress, the process will be far more successful.
Dipping into another talent pool
Understanding these different factors will not only help HR improve the company’s hiring processes, but also create further opportunity for recruitment. If the company can better identify the type of applicant it is looking for, HR can then explore alternative sectors where similar skills, attitude and personalities are present. As a result, companies will have a much broader pool of applicants to select from and will be able to bring a wider range of experiences and skills to the business.
This idea also applies to recruiting internally. Sometimes the ideal candidate may be located in another department or part of the business. Being able to establish the competencies needed for a position can give existing employees the opportunity to move within the company and explore new opportunities that suit their skills.
Building an effective recruitment strategy has its challenges, but it can also be an opportunity for HR to integrate the search for new employees with the wider company strategy. Understanding the types of employees that are needed will enable HR to support the company’s broader business goals and identify other sectors where applicants can be found. As a result, the business will be better able to find and recruit applicants who have the skills – and personality – to add real value to the business.