A RECESSION MAKES RECRUITMENT EASIER!
Not necessarily, says industry specialist Philip de Belder.
With all the problems that are presently affecting the world’s economy, plus the knock-on ‘jobs loss’ effect that this is having on industry, you could perhaps be forgiven for thinking that any company that is currently recruiting would have the pick of the crop and that finding the right personnel would be easier than ever.
Don’t be fooled. In any recession there are inevitably many thousands more candidates available to fill your vacant positions, but the difficulty is identifying out of all the applicants exactly who is best for the appointment you have in mind. Never forget, ‘in a field full of rocks, the diamonds are more difficult to spot!’
As a recruitment consultant who specialises in matching people to positions and companies to candidates within the pump, valve, foundry and engineering industries, I feel that I am sufficiently qualified to provide the right kind of advice that will help you select the best people for the appointments you wish to make.
Rule one – Define the appointment.
Be crystal clear about your objectives. Pinpoint the type or person you want to recruit. Identify the experience they should bring with them. Profile the personal qualities of the ideal candidate and consider how they will work with and impact on the rest of your team. Most importantly, define their role and identify the goals you expect them to achieve within the short, medium and long term.
Rule two – Plan your recruitment strategy.
Don’t just ‘phone an ad’ through to the local press or one or two of the trade journals. Consider carefully the type of applicant you want to attract. Match that profile with the readership profile of the various media. Consider online recruitment. Be prepared to widen your search area beyond your local region. Think whether you might already know the person you’re looking for.
Rule three – Allow sufficient time.
Finding the perfect employee takes time, especially in conditions like today when there are so many candidates on the market. Ensure you make time to meet everyone on your short list. Plan your interviews carefully, refine your questions and allow sufficient time to get to know each applicant. Plan in time to consider your findings and don’t hesitate to re-call strong candidates for a second or even a third meeting.
Rule four – Check that what they tell you is true.
Don’t take them at their word, but investigate their qualifications and experience, and confirm their references.
Alternatively, in place of all this time, effort and expense on your part, you could simply pass on the project to de Belder Associates Ltd.
