How do you find someone that is ‘right’ for your organisation? How quickly will a potential recruit make a positive contribution? How will they fit with the existing team? Will they be committed to the organisation for a number of years or will they quickly move on in search of more money?
These questions are in the mind of many managers when they recruit a new person but how can they be answered?
Too many managers see a candidate and make a judgement on gut instinct. They are easily persuaded (or not!) by the first impressions a candidate makes. However, if the right person can have a considerable impact on an organisation’s success, (and by inference the wrong person could be disastrous!), why would you hire on a hunch? Surely it makes more sense to invest in a formal process. In addition, one has to question why a candidate would want to take job on the basis of an informal chat, the best candidates know that it is important that they understand the role, what will be expected of them and that the organisation they plan to work for has a professional approach in everything they do. These things would not be demonstrated by a cosy chat in a restaurant.
However, that doesn’t mean that gut feeling and instinct should be totally excluded from the process. For example, if an organisation advertises a position, there are a number of hurdles that have to be first overcome before an interview can even take place. For example:
- The right person or persons need to see the advert.
- The advert needs to excite them enough for them to want to respond.
- They then have to respond in a manner that ensures the HR department or recruitment consultants shortlist them.
So how can managers use their instinct to improve the recruitment process? Essentially, managers should always be on the lookout for potential new recruits. As people we are always meeting others either informally (on planes, trains, social events), or formally at business meetings and networking events. It is during these interactions that gut feel and instinct can work best.
By meeting potential candidates outside of a formal process, you can really get a feel for what motivates them and what makes them tick, and make an initial judgement about whether or not they are the right sort of person for your organisation. Once they become interested in what you have to offer, then a more formal ‘assessment’ process can be engaged.