BUSINESS
ONE SIZE DOESN'T FIT ALL... BY SHELLEY KENDRICK, MANAGING DIRECTOR OF EXECUTIVE RECRUITMENT SPECIALIST AND HR CONSULTANCY, KENDRICK ROSE. In today’s hyper-competitive business environment, companies must maintain the highest level of performance in order to succeed and win. As a result, they increasingly leverage every resource to create and maintain a competitive advantage. The resource most difficult to harness is people. This resource, however, is also where companies find their greatest gains in productivity, creativity and innovation. Employers are looking for key players who demonstrate real business acumen. Organisations are leaner, costs are a priority and having people on board with commercial agility – in addition to the prerequisite skills for roles at senior level – is critical. So how do you find the right person? In truth, there isn’t a ‘onesize-fits-all’ approach to recruitment – what might work for one company could be a totally inappropriate approach for another. The most important point to remember is that recruitment requires skill, don’t leave it to ‘gut reaction'!
elements, specify knowledge, skills and abilities needed. Specify standards of performance. 2. Beware of the ‘horns and halos’ effect! Recruiting people based on similarity ie; ‘like me’ or rejecting on basis of ‘not like me’. 3. Amateurism will not do – interviewers should be trained and equipped with the skills to conduct effective interviews and be great ambassadors for your company. 4. Plan your questions –on a CV anybody can claim to have flawless skills, it’s important to get the really good candidates in for a face-to-face interview. 5. At the interview stage - the reality is that on average, interviewers spend 96% of time exploring personality, history and career plans and only 4% sourcing evidence of the candidate’s ability to perform the job! interviewer’s should remember to let the candidate do the talking – the split should roughly be 70% candidate and 30% interviewer (it’s often the reverse)!
Tips on finding the right hire:
6. Don’t forget about your employer brand - Replying to each candidate can be time-consuming, however, your reputation in the marketplace is critical. The biggest complaints are always about not getting confirmation that the application has been received and not being given feedback if rejected after interview.
1. Don’t fall into the trap of simply replacing the vacancy ‘like for like’. Consider the key requirements – identify key job
More information about Kendrick Rose can be found at www.kendrickrose.com.
www.kendrickrose.com
Meticulous selection
no
no
no
yes
Kendrick Rose is an executive recruitment consultancy committed to resourcing excellence. Whether you are a client or candidate, Kendrick Rose meticulously focuses on matching an individual’s competency, goals and aspirations with an organisation’s culture and ethos. To find out more about how we can help you, contact Shelley Kendrick on 01534 715150 or 07797744254 or email shelley.kendrick@kendrickrose.com
Lister House Chambers, 1st Floor, 35 The Parade, St. Helier, Jersey JE2 3QQ
RECRUITMENT AND SELECTION
96
BLUE ISLANDS' INFLIGHT MAGAZINE
| RESOURCING STRATEGIES
|
HR SOLUTIONS
ISSUE 47