The turbulent economy in recent years has had a profound impact on the availability of talent. Job insecurity has markedly reduced staff turnover as more and more staff stay with their current employer, tighter controls on immigration have cut off another source of highly skilled and talented people and ‘headhunters’ have been more aggressive poaching staff from one organisation to place them in another, so working outside the normal recruitment market.

This is putting pressure on many organisations to find and secure the talent to enable them to survive or grow for the future. Many organisations recognise these difficulties and are frequently turning to recruitment agencies that carry the ‘inside track’ on the best talent and are able to react quickly to meet employer demands. Fees normally range between 15% and 25% of salary depending on the scarcity of the talent needed and the work to be undertaken to fill the assignment. But these fees may be small beer compared to the impact on the business caused by delays in finding the right staff. But whether you use a recruitment agency or do it yourself there are some important rules that will help you to make a good selection and one which will evolve into a life time of successful contribution.

These rules revolve around a number of factors which should heavily influence your decision to hire the candidate when you have shortlisted down to say three or four people who technically could do the job competently.

Get a reference, preferably by talking directly to the candidate’s previous manager. Here you are likely to get a mine of information which should help you make the right decision and don’t forget to ask whether he would re-hire the individual.

Determining cultural fit is vital to successful hiring, so for example mavericks will not succeed in an organisation which is bureaucratic and dependent upon rules and regulations and loners will not be capable of influencing teams. Cultural compatibility is very important, unless you are planning to bring in a number of new staff to specifically change organisational culture.

Be prepared to take advice from others who have met the candidate whether they are peer managers, superiors or subordinates. This type of feedback may make all of the difference especially if others have spotted a behavioural shortcoming that you have missed.

Finally assess upside potential. Ask yourself will the candidate be amenable to further training and development; will he or she be capable of advancement in the organisation and do they aspire to such advancement.

Remember successful hiring is not just about hiring someone to do a job but hiring someone to join your organisation. If HR GO Recruitment can help you find the talent you need just call me and we will be on the job with immediate effect.

Dr Hugh Billot

Director HR GO (Recruitment) Limited

HR GO Recruitment offers solutions to all your staffing needs, temporary and permanent, please call 0845 130 7000

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