- Be honest and succinct in your advertising; you will save time and get more well-suited applicants.
- Base your planning for a position around performance objectives - tasks are easier to prioritise, then look at key attributes, skills, technical, team or people issues.
- A professional approach throughout the recruitment process will reflect your company's ethics and will be noticed by candidates.
- Get S.M.A.R.T. when constructing your job profile: Be Specific, Measurable, Action-orientated, Results-focused and Time-based.
- For key senior roles using a recruitment agency can be more cost-effective.
- Be prepared to modify your requirements to consider qualified candidates who don't quite match your initial assessment of the role.
- Get out of the traditional mindset when recruiting; consider all applicants including skilled migrants.
- Contracting can be an option for SMEs looking for short-term solutions or wanting to test out an appointee, as recruitment mistakes can be costly.
- Previous behaviour is a good predictor of future behaviour; carefully scrutinise CVs; consider past work records and referees' input.
- Be thorough and use the same template with all candidates for all aspects of the recruitment process, to avoid the 'halo' effect and ensure objectivity in decision making.
Read the related article Recruiting Talent prepared by the Auckland Chamber of Commerce
This four page feature article is downloadable as a PDF.
:: Download PDF of Recruiting Talent Article
See it the way it ran originally in b-Innovative magazine.