Recruiting isn’t easy. The process of finding good, suitable candidates doesn’t always run smoothly; nor does it always produce the results it is meant to – a fact to which countless horror stories attest.

Too often the recruiting process has not been adequately thought through; resulting in bad hires, disruptions, upheavals and the wasting of time, money and other valuable resources.

By optimizing the recruitment process, you will be better able to find the standard of candidate you would be more than happy to offer a job to; the kind of person your organization needs, people who are going to make positive contributions to your company.

Dividing the recruiting process into 5 stages:

- Develop a Job Profile
- Post the Advertisement
- Shortlist the Candidates
- Hold Interviews
- Interpret the Results

allows important points at each stage, that contribute to optimization of the recruiting process, to be highlighted.

1.Develop a Job Profile

Define a clear profile of the type of person and kind of attributes you are looking for.

Incorporate these criteria in your job advertisement; simply and accurately portraying the type of person and set of skills required.

2.Post the Advertisement

Confusing or misleading job advertisements will not generate a pool of applicants of the highest quality or numbers available.

The advertisement must be precise; to help create an accurate profile, an effective advertisement will answer these questions:

・What qualifications and level of experience are required (mid-career, entry level, etc.)?
・Is the salary appropriate to the position?
・What does your organization do?
・Where is it?
・What are the work conditions and hours (FT, PT, contract, etc.)?
・What makes working for your company so appealing?
・When is the application deadline?
・When does the position commence?
・What is the position title?
・How important is language ability?

3.Shortlist the Candidates

Once the deadline has passed, work through the applications and discount all candidates that don’t have the required qualifications and experience.

Draw up a shortlist of candidates from the remainder.

Choose the applications that stand out.

Be cautious (but not needlessly suspicious) about candidates who seem to be too good to be true.

Look for relevant experience; for factors that indicate how the candidate will fit into the role to be filled, look for round pegs for round holes.

4.Hold Interviews

Structure the interview; allow the candidate to relax; see how they operate in normal circumstances.

Ask open-ended questions to give the candidate scope: how, what, why?

Field some questions that probe their professional competence.

Ask questions to reveal how they would handle difficult situations.

Don’t forget to ascertain whether they would accept the job if offered it, but don’t show your hand.

Draw up a checklist to allow you to remember how each candidate performed and enable you to better determine their suitability for the position.

5.Interpret the Results

Look at the person as a whole:

・How did they come across?
・Did they have the set of skills necessary to do the job?
・Did they have the body of knowledge needed for the job?
・Were the genuinely motivated to do the job?
・How would they fit into the existing corporate culture?

If you find have any nagging doubts about somebody, don’t take the risk.

Don’t set your sights too high. Perfect workers don’t exist; but personable, competent and eager candidates who will fit well into your organization and make significant and valuable contributions to your company’s success do.

Having ranked the candidates, you are now ready to offer the position to the best and most suitable candidate; get the contract signed, get them trained, and get them onboard as part of the team.