Saturday, Aug 17, 2019
HomePeople, Passion and ProfitCreating a recruitment strategy that works for your organization, pt. 1

Creating a recruitment strategy that works for your organization, pt. 1

The Business Dictionary defines recruitment as: “The process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner.”

What do you need?

In today’s market, the perception is that good employees should be a dime a dozen, given the rate of unemployment. Before it becomes a situation of warm bodies filling open vacancies, it is imperative that an organization, before it starts looking outward for employees, looks inward at itself and its present and future people needs.

I firmly believe that a structure should be created to fit people into, not hiring people into a place that is not clearly defined or organized. What ends up happening is you frustrate great employees and do not inspire average employees to grow. In my experience, you have to look at more than just the tasks you want completed when thinking about hiring needs. You should look at functions that need to be performed and how they fit into the overall business strategy of what needs to be accomplished.

While there may be a surplus of potential candidates out there, an organization must determine whether the candidates:

• Have the skills required for the position needed;

• Can learn the skills needed for the position;

• Have the right personality and character for the position;

• Have organizational fit for the company and existing team;

• Have the potential to grow into other roles in the organization.

 

Skills

When looking for qualified employees, hiring managers and HR must look at the needs of the operation, what level of productivity is required and whether the prospective employee has the current skills or potential to perform at the level required.

 

Trainability

After working in a variety of work environments with many different skill levels represented, I’ve realized that sometimes employers have to create the employees they need. If a person has the desire and will to learn how to do a particular job, meets all other requirements, and the operation can afford the time to train and support trainees as they learn and develop their skills, then organizations may have to train people to do the work they need.

 

Personality and character

Some people may be of the belief that personality and character do not matter at work, it is just about the work. Nothing could be further from the truth, because while work may be getting done you could end up with a toxic work environment with strained relationships, conflict, tension, increased absenteeism, and decreased productivity. Skillful people should also be persons of integrity, fair play, team spirit, and a genuine respect for others. We don’t all have to be friends at work, but we should respect each other and the opinions, feelings, and ideas of others without feeling belittled, ignored, looked down on, ridiculed, marginalized, or ostracized.

 

Organizational fit

Organizational fit is the match between organization and employee. Like any relationship, there are shared values, beliefs, and practices that both parties must buy into and relate to. Employers need to know if the potential employee can conform and adapt to the organization’s culture and behaviors.

 

Succession planning

Every organization should be thinking about its future people needs, not just current needs. Can the candidate grow with the position and the organization itself? What are the candidate’s short-term and long-term career goals? Who will fill critical positions that require specific skills? Who will succeed existing managers, leaders, and executives? What is the training and development plan to prepare people for future roles?

It is clear that recruitment must be a very strategic process that begins long before the ad goes in the paper or on social media. In part two, we will uncover what elements should be found in a recruitment strategy to help ready the organization for its newest members.

 

• Simmone L. Bowe, MSc, SPHRi, is a seasoned human resource and organization development consultant and trainer, speaker, author and mentor who focuses on helping business owners, leaders and professionals diagnose their people and performance problems and implement strategic solutions. For comments, queries and bookings, email makestrategictransitions@gmail.com.

 

 

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