53 Recruitment |
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start to a relationship , it ’ s the honeymoon period where you are both on best behaviour , before reality kicks in and you realise that you both snore and pass wind like regular people . How a company treats a potential employee at the start of the relationship is crucial ; you are meant to be on best behaviour .
Recruitment as a strategy
I will die on this hill . Recruitment needs to be a strategy and not a knee jerk reaction . When you decide to recruit , approach it like you would an event . Recruitment needs structure , a scope of work , and milestones . Who ’ s going to take on each of the roles and responsibilities ? Who ’ s going to make the decision ? Who ’ s going to do the diaries ? Set a finite timescale and then work backward .
Decide who is responsible and accountable . If there are three people on the recruitment team , what happens if they all like different candidates ? Who has the
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final say ? It has to be one person because although they can take advice , you cannot have decision by committee . For example , the CEO may be accountable for the hire , but the MD is responsible for their participation in the business .
Do some disaster planning ; who will step in and make the decision if the appointed decision maker is ill or gets pulled into an emergency ? If the decision maker can ’ t make an interview , then instead of delaying it , the other decision maker can do it instead .
The recruitment process should take a maximum of three weeks ; from the appointment of a recruiter to the contract being signed . Chemistry meeting , then tap dance presentation . That ’ s it . I ’ m giving three weeks to include time for a candidate to research and prepare for a final presentation ( they need a week to do this ), but if there ’ s no need for a presentation , then two weeks is all you should take . Once you have made your plan , stick to it . Don ’ t delay interviewing just
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“ Treat recruitment as a task , as a client and commit to the process and actions you have made ”
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because the decision maker is busy , this is why you have an alternative person . Treat recruitment as a task , as a client and commit to the process and actions you have made .
I know that sometimes things happen , so if you genuinely need to take a break , just be proactive and let everyone involved know . Don ’ t just ghost them as this will leave a bad taste in their mouth . Of course , your chosen recruit will be happy when you finally do appoint them , but I can guarantee that they would have been even happier if they hadn ’ t been messed about in the process . Everyone wants to feel loved , to feel valued by the employer and this first step is a crucial stage in the relationship . To conclude , once you have made a decision then you really need to get on with it . After all , if it all goes well , you will be able to bask in the credit of a good hire , and if it goes poorly , we all know you ’ re going to blame the recruiter anyway …
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