The right process will help find the right person… part 2
Once you have determined you need somebody and you fully understand the risks of not hiring, you will appreciate the value of your next hire and therefore less likely to cut corners or hire the wrong person, now it’s just about finding the right person.
What does the right person look like?
I always find balance between talent and experience is key. Experience is gained over time, but raw talent is much harder to find. Hire the person with the most potential, and if they are developed by the right people, the experience will follow. I recently worked with an organisation who interviewed a candidate for a project manager role he clearly wasn’t suitable for but offered him a job and thought about his role was after they offered him the job. The client made this decision purely based on how intelligent the individual was, not because of experience. Being clear on what your expectation of this person is, is key to give yourself and others involved a good chance of understanding the profile you are trying to find. However, sometimes you are faced with exceptional talent that is too good to pass up, and you have to go with your gut.
Once you have decided who that right person is, finding them can all boil down to how you get your opportunity out there, and the approach you take in finding this person will have a huge impact on the type of person you hire. Do you hire using your own resources internally or do you seek professional help? What process will we follow to determine the right person? How will we measure this person and their suitability for the role? Do we have the relevant experience to find this person? Are these skills completely new to the business? Have we recruited this kind of role in the past? Do we know what to look for?
In most cases an organisation will always look at their own resources to find their next hire and quite rightly so. The first place you should be looking is at your existing workforce. Does this person exist amongst your current employees? Hiring external people when the skill already exists internally can be un-settling and give the glass ceiling feel to your staff. By promoting someone internally, you create another opportunity to re-evaluate the solution to the need to hire. A development manager might be harder to recruit, but promoting a developer into the new role creates another role within the business that might be easier to replace or have less of an impact on the business by not replacing them immediately.
If internal promotion isn’t an option, then what approach are you going to take to find the man or women for the job?
Option 1 – Use your own time and resource to find the person.
Some organisations don’t have the luxury of an internal recruitment team and by using your own time to find the next hire ultimately takes away time from you doing what you are set to do in the business. What impact will this have on your productivity? If you delegate the responsibility to another person, what impact will that have on their productivity? Do they have the knowledge or understanding of what this person needs to look like? Do you have access to the routes to market to get this opportunity out there? What is the cost to the business to market the opportunity? (Time and money)
Option 2 – Use your current employees to find the right people to join your business. Of the 12 people recruited at Insight in the last 12 months all of them were referrals from people who work here. Hiring new people into the business shouldn’t solely be seen as a task for the management team. You can incentivise them with referral fee’s but we have found that sharing the business and team’s vision with your current staff and getting them involved in the decision making process works well.
For any candidate that Insight are serious about taking on board, we insist that they meet all of the people they will be working with the most. This gives the candidate an opportunity to determine whether they could see themselves working with the team. Your staff can give their views on suitability. This reduces risk of personality clashes and can give a truer image of a person’s character when they aren’t faced by who they perceive to be important or decision makers.
Option 3 – Get professional help… from Insight, Obviously!
If using an agency is the option you are set on taking, make sure you choose the right agency. Not the cheapest, not the first you speak to, not the biggest, but the right agency, and by the right agency I mean the one that you could perceive as an extension of your organisation, one that reflects your values, one that understands your need and one that wants to work with you long term and add value to your organisation… not sting you for a fee then off into the sunset the go!
How can you chose the right agency?
Meet with them… ask them as many questions as they will ask you. Find out about the individual or individuals that are going to be promoting your business. Are they fit for the role? Do they have the experience or understanding to find the right person? I often speak with organisations that have had bad experiences with recruiters in the past and when I asked why they chose the agency in the first place I am faced with a blank look… “well they just called me…” make sure you are vetting the agency just as you will expect them to vet the candidates they present to you!
Find out tomorrow on our next post about the right recruitment process…