Pre-interview investment

People are not commodities. Your people are your business. Getting the “right” people into that business is the path to success.

M65 Mark WigganBy Mark Wiggan, managing director, M65.
Your recruitment process requires careful preparation, beginning with a properly structured job description and competency profile to provide to the candidate before interview. A poorly prepared interviewer results in a poorly executed interview.

You cannot find good candidates to interview if you do not have a benchmark to assess them against you. You cannot determine their skills and how relevant their experience is to the job in question if you don’t know what skills are needed for them to be successful at it.

If you want to attract the best talent, you have to commit to giving them time. This is equally true about the unsuccessful candidate and giving feedback, or just replying to an application. How you deal with the unsuccessful applicants speaks volumes about your attitude to your employees. Although no one likes giving bad news, it is such an important part of the hiring process you can’t afford not to handle it properly. One of the top complaints made by candidates is post-interview silence from employers, which is insensitive and dismissive.

Valuable candidates who can make a difference to your business growth choose to work for companies that value their employees and that show their appreciation by creating an environment in which people can thrive, where they understand the goals of the company and the difference that their own contribution and that their colleagues can make to the achievement of those goals. So where do you start? Invest time at the beginning of the process in defining exactly what the job entails and skills needed. If you don’t know how to write a comprehensive job description and competency profile, any professional recruiter worth their salt should be able to help you. If you want the best, you need to be the best. Your employers are the bottom line.