Every business wants to employ the very best and brightest, but that’s often easier said than done.
Many businesses are held back by flawed recruitment processes, and in the long run this can have a devastating impact on efficiency, productivity, and team morale. The recruitment process begins, of course, with the job description that either you or your recruitment agency will publish.
Many businesses fall at the first hurdle by publishing job descriptions that don’t adequately describe the specific role. As a result, they tend to attract the wrong candidates.
Whether you’re recruiting a junior administrative staff member or an executive board member, you need to ensure your description of the role and its expectations is both accurate and detailed, in order to attract the candidate who has the exact qualities required by the role. Many companies will simply produce a generic job description or even recycle a previous job description for a similar position.
A good job description is one that clearly sets out what is expected of the successful candidate. It should spell out specific goals that the candidate will be expected to achieve within a fixed time frame. This will enable your HR team to undertake a detailed analysis of each candidates’ skills in relation to the requirements of the role.
It’s important that both your job description and your recruitment process as a whole take a realistic approach. There’s nothing wrong with wanting to find the “perfect” candidate but try not to be overly demanding, or you may find that suitable candidates are put off applying by an intimidating job description.
About Terry Irwin
Terry Irwin is the founder and CEO of TCii Strategic and Management Consultants. Born and brought up in Wales, he studied Economics and Marketing at university, followed by an MBA.
Before setting up TCii, Terry spent over 20 years in the corporate world with GSK and Henkel, managing consumer goods and services businesses, living in 14 different countries and working in 30 in Europe, North America, Asia and the Russian Federation. He has also served as a UK Director of Carphone Warehouse and as a Non-Executive Director of Holt Lloyd.
Terry has consulted for a wide range of businesses, from multinationals to start-ups and growing organisations. He has a “hands on” approach and stays involved with client projects through to the achievement of agreed results.
His areas of expertise include:
· Business and strategic planning and implementation
· Business turnaround, outsourcing and cost reduction
· Acquisitions, mergers and post-acquisition integration
· International trade and distribution
· Venture capital
· Exit strategy
· Organisational development
· Succession planning
· Board-level executive coaching
· Sourcing key people – both executive and non-executive – for clients.