With the pressure of cuts in funding affecting already stretched teams, ‘making do’ in recruitment can seem like the most prudent decision in the short-term; however this approach can really threaten the long term sustainability of an organisation.
One of our blogs this month focuses on the benefits of looking to the future when managing your talent. Easier said than done of course. So how can you attract the high performers and ensure that your selection methods are meeting your needs? The solution is simple; committing time and effort into making the right decisions for the longer term.
1. The best place to start is ensuring you have a detailed yet succinct person specification that outlines the behaviours that the role demands alongside previous required experience. However, the key is to not make the experience requirements too restrictive, as putting the focus on transferable knowledge and skills will allow you access to an enthusiastic and engaged talent pool.
2. High quality candidates are often the ones that have performed well in the past so ensure that your selection is evidence based. Make sure that your selection methods allow candidates to demonstrate their past performance against the person specification.
3. Ask the right questions at the interview stage! Hypothetical questions will give you answers that the candidate thinks you want to hear and this may not translate into the high performance on the job that you are after. The best predictor of what people will do is what they have done in the past.
4. Finally, use a range of selection methods including work based and psychometric tests. A range of methods is the best way to ensure quality and that you are getting the right person for the right job. This will also allow you to construct a fair recruitment process that will ultimately promote equality and diversity.
If you would like advice on any recruitment related queries please call the Real People helpline on 0207 710 0626 or email us your query at firstname.lastname@example.org.