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REIQ Journal : September 2008
18 Recruiting By David Marriott, Director, Constructive Recruitment With such a tight labour market, it would seem that employers cannot be too picky when it comes to recruiting staff. BUT THE COST of hiring the wrong person is much higher than taking the time to find someone with the right personality fit for your business. Think about the time and monetary costs of having to go through the recruitment and training process again. It is better to find the right person in the first place. The key to finding that candidate is to concentrate on their personality and culture fit within an organisation. Here are some tips to help make your recruitment job easier. Effective interview techniques It is not just the jobseeker who needs to be prepared for an interview; you need to do some homework too. A recruiter will need a good understanding of what type of individual will fit into the business, including personality, skills base, attitude and manner. Use these techniques to ensure you always have effective interviews: Be clear on the competencies required for the job, including REIQ Journal September 2008 your required output and key performance indicators. Determine characteristics and traits of the person you think will succeed in the role. Look at employees who are doing well in the same job and list what they bring to the position. Prepare a job description for candidates. Read each person’s resume and cover letter before meeting them, so you know their experience. It will also give you a springboard for questions. Prepare interview questions beforehand covering the skills base you need, but also questions that will help you assess the candidate’s behaviour. Using the same set of questions for each interviewee is fairer and makes it easier for you to determine the candidate with the best fit. Help the candidate relax with small talk and easy questions first. Listen more than talk. Watch for non-verbal clues, such as body language and facial expressions, and look at how the jobseeker is presented. Explain the recruitment process clearly and remain neutral throughout. Use behavioural questions A candidate’s past behaviour is a great way to understand how they will operate in the future. Use behavioural questions to find out how the candidate responded in a previous situation similar to the job they are interviewing for, or give them a role-play example and ask what they would do. This technique will give you a good insight into which people have the traits, characteristics and competencies suitable for the job. Ask non work-related questions While you are finding out which activities a candidate enjoys in their free time, you can assess how they will fit into your business. For instance, someone who likes BASE jumping is a risk taker who might get bored with data entry, or a person who enjoys spending their spare time alone might not like a job where a lot of networking is involved. Go with you gut instinct With all the tools available to assess the suitability of a candidate, your gut feeling is still an important indicator. If you have spent the whole interview thinking their personality is going to wreak havoc in your business, it makes good business sense to listen to that instinct. You know what type of person fits into your organisation, so trust that knowledge.