News & Services Stories: Searson Buck

What makes a good recruitment strategy, 11 points to consider?

1. Know what you want, know what you need

Do you need the role, what is its purpose, can it be done elsewhere?

Keep a business/organisation focus

Spend the time to prepare a Position Description and think about who you want

2. Know what skills, experience, qualifications required

Essential, should have, nice to have

Spend the time to prepare Selection Criteria

3. Know what the market looks like, where the person will be

What is the likely supply, consider where is the person now

Is there an internal option?

4. Understand the employment motives of the target employee

What are they looking for, do we have it to offer?

Do we have a 'sexy' business?

5. Prepare an effective recruitment campaign, adequately resourced

An adv in the local paper will not usually suffice

How effective is Internet sourcing for this role?

Will they be looking for a job, should I use a search option?

Executives are mobile in a global market, how do we get their attention?

6. Understand effective assessment techniques

Is a single one hour interview sufficient? Think about how to assess the "real" person?

Who will be involved in the selection process, a couple of views is usually good insurance

Be aware of discrimination, EEO, privacy rules

Be thorough with reference checks, make sure people are frank and honest

'psychological" appraisal are good value

Are practical task assessments appropriate at this level?

7. Set realistic expectations, think hard about selection criteria

If I can't find 100% what do I do? What is the minimum acceptable fit i will accept?

Good applicants are becoming harder to find

Would you hire a person with a disability, nearing retirement, wanting short hours, job share?

Hire the smile, train the style

8. Be prepared to have to sell your firm and the opportunity

Good applicants have choices, lots of them, so make your firm look good

9. Be prepared to wage a war for talent

Counter offers are usual, salary negotiations expected; highlight bonuses, career opportunities, workplace, reputation

10. Employment conditions

Do you have a contract? Is a probation period needed?

11. Spend time and money hanging on to people

What does losing and replacing a person really cost? Anywhere from 3 to 10 times salary is being quoted.

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