Need to fill a position fast? Make sure you know the right steps.
By Maria Forbes
May 10, 2022
One of today’s biggest business challenges is based around talent.
Leaders are attempting to overcome employee turnover and a finicky talent pool. The hiring process can be tedious and owners have a tendency to short-cut the effort by talking with colleagues and networking to get a great referral. This is not a good option for achieving long term success.
Recruitment and selection are commonly used terms.
These distinct efforts can be viewed as the same thing, although they are quite different in meaning and function. The process of searching, screening, and then hiring for a role is recruitment. The more specific your methods for recruitment, the more value it will lend to ongoing company growth.
Recruitment creates appeal about your company and the position.
Effective recruiting requires the right information about your company and a role in order to attract the right applicants. Spend time on this, use the right tools, and gather input from those who evaluate the role for which you want to fill. Please avoid the laundry list of tasks or duties as a job description. This does not express the requirements for success in a role and it does not help the recruitment process.
After screening applicants some may graduate to the candidate status.
This is your short list of finalists to consider before hiring. In this stage, final candidates should begin to learn more about the role, your business culture, and their career potential. The selection process is where serious vetting takes place, to ensure a candidate should be considered for a role in your company.
Every role in a small business is a key role to sustaining company growth.
The decision to work together, or not, should be a mutual process whereby you and the final candidate are confident about the opportunity for a long-term association. Selection is the choosing of suitable candidates and vetting a shortlist of finalists. Selection actually happens in advance of, and in between recruitment stages. Before you can search for candidates you must have a well-defined role description. The better your role description the more accurately your recruiter can find appropriate candidates. Use selection tools to target personal attributes that will increase the likelihood that a candidate will succeed in the role.
Both Recruiting and Selection processes are critical to establishing top performing teams.
By recognizing the distinction between Recruitment and Selection and defining your processes for both, you can establish a strong and successful attraction and retention framework. The strength of the recruiting and selection processes can overcome and/or avoid high turnover, control costs and enable high performance, necessary business values.
