When an average role costs up to 3 times the annual salary to replace, and a senior role costs up to 10 times the annual salary to replace – hiring is a big deal. A new level of thinking around recruitment is vital to ensure your hiring dollar is working hard.
- Does the person handling your recruiting grasp the strategy behind each role?
- Does your recruiter really know the talents and motivations required for excellence in the role?
- When we know it is attitude that makes or breaks a hire, is it worth risking this investment to gut instinct?
Your business’ attitude and standards around recruitment is closely linked to your return on hiring investment.
Keys for Superior Recruitment
- Aligning roles with Board strategy
- Defining which skills, knowledge and experience are negotiable and non-negotiable
- Identifying the ‘hard-wired’ talents that will enable excellent performance in the role
- Measuring attitudes in short-listed candidates that give an inside view into how they will act under pressure
Liz brings over 20 years’ exceptional track record identifying, developing and retaining talent in a sales environment. As a business owner she understands what financial risk and productivity means. Liz’s 100% success rate for lasting placements in 4 years’ niche IT recruitment demonstrates her skills and insights in the process.
Checklist for Recruitment Excellence
- Outsource some of the recruitment process
- Ensure your role descriptions target the ideal candidate’s motivations and talents
- Make your advertisements targeted – requires solid marketing and writing skills
- Don’t rely solely on technology for applicant screening
- Thorough verbal Reference checks
- Measure attitude before you make a bad hire – ‘gut feeling’ can be costly
- Differentiate your company in the hiring experience – it’s free marketing
Noone is perfect. Recruitment is about assessing risk and getting the most important things right. An internal Human Resource recruiter has a vastly different set of motivations and skills than a quality Recruitment Consultant. The specialist Recruiter’s pace, drive and focus is on a different plane. Competitive organizations use both, either outsourcing parts or the entire process. strong