Getting Hiring Right

RECRUITMENT is a major investment for businesses and organisations with a very high price to pay for getting it wrong.

This episode looks at how to increase the chance of making a good hire and reduce the risk of a poor decision.

suggests that in some cases taking the trouble to understand the reason for a resignation can result in good people changing their minds and deciding to stay.

Recruitment is expensive and so is the training in bringing someone new on board but when it has to happen time spent considering the wording of the job description and advertisement and where the job is advertised can make a huge difference to who applies.

The use of words like ‘ambitious’ and ‘driven’ can put women off whereas ‘skills and knowledge’ are more gender neutral.

Safaraz advises being open and honest with prospective employees including describing challenges and difficulties, so people join with their eyes open.

Recruiters that can provide a different perspective can also be helpful and there is nothing wrong with turning to trusted family, friends and colleagues for recommendations provided this is not the only way that people are selected.

There is also advice for people looking for work. They need to understand that until the final stage recruitment is an elimination rather than a selection process. With the cost of getting an appointment wrong so high, Safaraz advises businesses to ‘go back’ into the market if they do not feel that the first call has attracted enough of the ‘right people.’

He also suggests that an interview should only be part of the process and explains that people being considered for senior positions in his business are asked to make a presentation and that this is often the most important part of the selection process alongside, a telephone interview and final face to face interview.