DEMYSTIFYING THE RECRUITMENT PROCESSThis is the first in a series of articles aimed at demystifying the recruitment process. Over the coming months, we will look at the process from both the perspective of the job seeker and the employer, highlighting some of the key steps for both in their efforts to match the person to the job. Navigating the maze of recruitment can be stressful so if you have some insight as to what to expect then it becomes so much easier, it gives you a sense of control, establishes realistic expectations and helps you manage outcomes effectively.

Both employers and candidates find themselves in highly competitive markets and need to be able to differentiate themselves in positive ways to ensure they achieve their goals. A professional structured approach to job hunting or finding the right employee is paramount to success for both parties in both the short and long term.

For a job seeker, the prospect of finding the right job and the change associated with achieving that goal, is widely considered to be one of the most stressful situations that you will encounter. Think about it, you spend a good third of your day at work, (many spend a lot more time there) with increasing numbers of companies utilising web based systems, it’s far more common for people to find themselves ‘logging on’ or ‘just checking emails’ from home, thus the lines between work and home are increasingly becoming blurred.

Your working environment is critical to your wellbeing, and that’s not just your physical working environment. Your office or workstation, the processes you have to follow at work, your health, your safety, the way you are managed or supervised, the equipment or systems you have to use and who you interact with daily, all have a significant impact on your general wellbeing.  All of these elements need to be considered when looking for the right job and it’s not a good idea to rely on hearsay, you want to be as certain about all these factors as you can before committing to that job.

In order to empower you to ensure your future wellbeing, we will explore the following :

  • Advertised opportunities, unadvertised/word of mouth opportunities, utilising your networks.
  • Understanding an advert, what do they really want?
  • What should my cover letter look like?
  • I have a 15 page CV, is that ok?
  • The impact of social media on the selection process.
  • Help! They want to interview me, what are they going to ask?
  • So now what? Do I just sit and wait? Or do I take control of the process?
  • My first day, how scary is that!

For the employer, staff are often rated as the most important differentiating factor in your competitive marketplace. You can protect technology and processes through patents and copyrights but employees are the only thinking asset in the company and can impact your business in many more complex ways than a piece of equipment. There have been a number of studies done to ascertain the cost of a bad hire, and many estimate that it’s somewhere between 3 to 5 times the individuals annual salary. A good hire not only avoids those costs but through the employee lifecycle will add immeasurably to the organisations success.

Just think about those companies that thrive and those that fail and how many times you have heard that ‘the culture’ of the place is what makes the difference. Given that the company culture is a result of the actions based on the values of all the people in the company, shouldn’t then the correct cultural fit of a new employee be critical?

We will discuss the following:

  • Do I do this myself or should I get help?
  • I know what I want but don’t know where to look for it
  • I will either get a flood of candidates or a scarcity of talent that makes hens teeth look abundant
  • How do I gain access to the hidden talent pool
  • How does this all fit into my workforce planning
  • If I engage a recruitment company, what should I expect and how do I keep control.
  • Understanding the career aspirations of my new employee
  • Experience, knowledge, competencies and values, what are they and how do I assess them?