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The key to sustained growth and success in the modern business era, is having not only the right people in your business, but inspiring them to deliver results and improving success while enjoying what they do.  The most common statement I hear from business owners and leaders is the challenge they have to interview and recruit the right people for their business. Understanding how to recruit effectively is now one of the key skills for any business. What I am looking to do in this article is provide some key points that will help all people involved in recruitment gain a deeper understanding of how to develop a better recruitment process.

The majority of recruitment processes I have seen, focus almost entirely on determining whether the candidate has the right skills to do the job and whether they have had experience in the required field, whilst very little, if any time or effort is placed on finding out if the person being interviewed will actually fit into the business or department.

A business owner I worked with for some years summed up recruitment in probably one of the best ways I have heard. He said that before gaining an understanding of what needed to be done in a recruitment process, he had spent most of his time in an interview trying to sell his business to the candidate, now he goes into every interview with a completely different mindset, he sits there thinking, “Why should I give you a job, how are you going to help me achieve the goals of my business?”

We need to recruit people who not only have the skills we require in the business, but who also engage with the goals and vision of the business, but what is more, people who understand and can live with the culture of the business.

So how do we determine this and then include it into our recruitment process so that it filters out all the types of people we don’t want in our business and lets through those who are going to help our business move forward with increasing results and success?

Let’s look at the key elements of a well designed recruitment process.

Firstly, we need a well thought out and documented job role. It is vital that when we create a new role in any business, we start with what we want this role to produce, namely the output of the role. It is amazing how many job roles we regularly come across where the role is made up of bits and pieces of many roles, which causes communication breakdown and confusion within the business.

The majority of job roles we see consist mainly of the actions and things the person needs to do, with very little emphasis on the outcomes each area of the role need to deliver.

Other important aspects that a job role should include are who the role reports to and how the role will be measured.

Secondly, a very important component to have in place to improve your recruitment process and build the right filters is the vision or goal of the company. With this in place, you will be able to question any candidates very deeply to see if they connect emotionally to the vision of the business and whether they will able and interested in helping build the kind of successful business you are looking for. This will help filter out all the kinds of people that are just looking for a job and are not really interested in helping you build and achieve the goals you are looking for. The key to making this part of the recruitment process successful is by asking in depth and open ended questions.

Thirdly, we need to have some culture or value statements for the business. What I mean by this, is the core things that the company stands for. As an example, a business I know had three key core aspects in their business; Excellence, Elegance and Exceptional care and in the beginning of the interview, the owner would ask any candidate what they understood by these points and to give some examples on how they had in their past delivered on these points.

Fourthly, we need a well documented and written process which includes all of the above points to make sure that whoever is involved in the recruitment process does it consistently in the same way. Once the process has been documented, the creator must train all other people on this process and make sure that they truly understand why each step is in the process and why it is important that they follow the process.

Lastly, we must focus on the key skills and experience required for the role. To evaluate these can involve practical testing and evaluation, however so many business owners are reluctant to include these tests because of the time they take up. Just ask yourself this, would it be more beneficial to take an extra hour or so during the interview and increase the chance of getting your selection correct, or rush the interview and have to live with the wrong person in your business for months or years?

Recruitment is probably one of the most difficult but most important processes for any business owner to get right as the success a happiness of any business is built around the people within the business.

Having the right people in the right positions in your business can mean the difference between long term profitable growth and struggling to keep the business moving forward. We all know what impact a person with the wrong attitude or mindset can have not only on their own job, but on the happiness and productivity of those around them.

When last did you review your recruitment process?