2. Only speak with qualified candidates
The second way to get value from your recruitment function is to ensure you are only talking to qualified candidates. This seems obvious, however when you go out to market for a new role you might have 10 candidates or 200 candidates to consider for your role. So to ensure you are only talking with qualified candidates you need to have a rigorous and robust process for assessment to ensure you are not wasting your time talking to people who are just not a good fit for you.
The first stage of creating a robust process is to clearly understand the selection criteria for the position. This means you need to ensure that you identify key areas that the candidates will need to meet in order to be successful. These are specific to the type and level of the position. The selection criteria are statements that describe the qualifications, knowledge, skills, abilities, organisational culture fit and experience that are required within the position.
Once this is established, it creates your basis for a shortlist or what we like to call longlisting.
From here you then need to ensure you have a systematic way of assessing each applicant against your key criteria. The way we do this in our organisation is by applying a 3 tier scoring system as our traffic light approach. We assess each resume against the agreed selection criteria by:
• Tier 1 (Green) – meets your requirements
• Tier 2 (Amber) – meets some of your requirements
• Tier 3 (Red) – does not meet your requirements
When we do this we like to include additional information such as full name and candidate contact details to ensure Hiring Managers have complete transparency and can pick up the process themselves at any point.
We use an advanced e-recruitment system to collect and export this information however, don’t worry if you don’t use an e-recruitment system as these can be easy created using excel.
Stay tuned for part 3 next week where we discuss how to attract top talent into your organisation. Please follow us on social media to ensure you are staying up to date with this series or please subscribe to our mailing list by email firstname.lastname@example.org. If you missed the start of this series please visit our blog: http://harrisonmcmillan.com.au/blog/
To organise a conversation with a Harrison McMillan Director to discuss how our cost effective pricing model could help you to identify and hire the right people, then click to book a conversation.
About the Authors
Dani Cuff and Jodi Walton are the Co-Directors of Harrison McMillan, an affordable yet effective outsourced recruitment solution. Together they possess almost 30 years of Recruitment and Human Resources experience where they have operated within local, national and overseas markets for various organisations including Government, multi-nationals, niche providers, SME’s and start-ups. They reached the point in their careers where they wanted to change the way things were done within the recruitment industry and this is why they started Harrison McMillan.
Harrison McMillan are a team of dedicated and highly experienced recruitment professionals who are here to help you with your recruitment support needs. We know you need to be free to get on with what you do best. That’s why we have created an affordable yet effective outsourced recruitment solution, where we behave as your internal recruitment team to identify and hire the right people for your business.
To find out more about Harrison McMillan visit: www.harrisonmcmillan.com.au