The past decade has seen a dramatic change in the way companies must begin handling their hiring practices. Where once candidate sourcing and hiring procedures may have been a simpler matter, now, given the extreme value that has been placed on company time and resources, it has become prudent that these efforts be carried out as frugally as possible, and to this end any number of new strategies and solutions have been put forward designed to enhance the employers' chances of getting the process right the first time, and to do so as quickly and efficiently as possible. Gone are the days of employers winging the candidate search and interview processes because they believe they already know what they are looking for in a new employee? Now, given this new array of techniques for success, executive search firms are taking things back to the basics to help employers discover that in order to achieve success in these processes and avoid wasting precious resources along the way, they will need to start by focusing on and honing those most traditional hiring techniques.
For starters, rather than just diving straight into these procedures without forethought and attempting to ad lib their way through the hiring process, employers will need to stop and take a moment to think ahead in these proceedings. In order to assure that the person who is ultimately hired will be successful within the organization in the long run, the employer must begin by viewing this individual not as an independent factor, but by attempting to envision where they want the company to be in X number of years and then asking how this candidate can help them to achieve these goals over time. As all successful hiring strategies do, this begins with the job description. However, rather than focusing solely on attempting to meet the needs of the present, such a job description should seek to grasp the bigger picture and how the role in question may change over time. Once such a job description has been outlined, not only will it help the employers to find the best possible candidate, but can then also be used down the line to help ensure that the individual hired stays on track.
Many fail to realize the true value of this early stage in the executive search process. However, what these individuals fail to recognize is that in the creation of a thorough job description, not only are they telling potential candidates what is expected of them, but they are also helping themselves to realize what exactly it is they are looking for in the perfect hire. At its most basic a thorough job description should include the title and summary of the position with a list of the duties entailed. Taken a step further, employers can include a list of those positions with which the new employee would be working, as well as compiling a list of minimum qualifications necessary to the role, all of which can be found easily enough by talking to those individuals who work in proximity to the position in question. Ultimately what employers need to remember though, is not to over complicate this process from the start, instead focusing on taking these issues one step at a time and addressing them as simply as possible.
"Maurice Gilbert founded Conselium in 2001 and serves as the Managing Partner. Conselium is an Executive Search Firm that offers a more personalized executive search solution for companies in search of Compliance, Regulatory Counsel and Audit professionals. For more information please email Maurice at mailto:maurice@conselium.com or visit the website at http://www.conselium.com/ "
0 comments:
Post a Comment