Hiring: The secret to aligning management
11th Nov 2020
Communication between stakeholders is critical to ensure a successful recruitment process.
Problems can arise when the ultimate decision-makers are only involved at the very start and the very end of the hiring process.
Senior Management must delegate the hiring responsibility to their team. Problems arise when there is an unseen disconnect between SMT and Hiring teams.
Too often organisations have worked for weeks on a recruitment process, only for the SMT not being able to select a suitable candidate from the final interview stage. Worse still, they recruit someone they do not believe is the right candidate.
It’s disheartening for all involved if problems occur.
Management can often disagree on the type of candidate they are looking for which prolongs the process, and sometimes cancelling the appointment altogether.
This can cause an array of problems for both client, candidates and even damage your company’s reputation.
The longer you don’t have someone in that role the more money it is costing your and you may have to look at interim solutions.
Your workforce can be directly and indirectly affected by not hiring anyone when it is needed. A loss in team productivity can be from the increased workload for remaining staff, revenue losses from under-performance, you maybe missing opportunities due to missing a specialist skillset in your team, impact on your reputation and thus causing staff turnover.
At Corvus, we think of recruitment like a science.
We have created a robust process to avoid these failings, in the form of Corvus Assured ®.
In this blog we discuss one aspect of the process, which many businesses , which is management alignment.
Ensure you have more meaningful data to consider, not just CVs.
One aspect of this is conducting job surveys for your vacancies.
What is a job survey for clients?
The purpose of a job survey for clients is to help stakeholders such as HR managers, line managers, business owners and recruiters define the behavioural requirements for a role.
Internal stakeholders each complete a survey of the behaviours they believe a new team member needs, the successful candidate will have to be a fit in the team and successful with the organisation.
Once all the internal stakeholders have completed a survey the results will be aligned, this provides a behavioural benchmark for prospective candidates to meet.
Each candidate who has the right set of skills and experience, will then complete a survey which measures their core personality traits and how they are behaving in their current role.
Sometimes it can be difficult to align the expectations of all the stakeholders in a recruitment process and many factors can contribute to this.
What are things I can look at today?
time has been spent on identifying what exactly you need the person to be like in the position verse what you wish they were like.
Are you looking for a unicorn?
Shoehorning anyone with relevant skills into a job can be a recipe for disaster. Especially with the cost of a wrong hire.
Who has the final say verses who will be working with this person?
When thinking about the role the person will be doing, do the decision makers in the hiring process understand what this person needs to be like?
It’s important that someone who is working with the future employee will be involved in the recruitment process to ensure they are suitable for the role.
All decision-makers should be on the same page on the behaviours, skills and experiences the candidate needs or the recruitment process may feel disjointed.
Sometimes when a role is new, it can be hard to figure out exactly the type of person you need for a role.
You expect them to be able to do everything, but is that realistic?
Establishing the behaviours you need the successful candidate to have can be a very important step which can be easily over-looked when it can almost feel impossible to turn behaviours into tangible data.
Do they need to have a desire to continue to learn?
How do you know the person will have the agility and ability to develop in the role and how do you know what areas to explore when interviewing a candidate?
In conclusion, a job survey identifies candidate matches beyond a CV.
It is an exceptional tool to help you make more informed hiring decisions and ensuring you know what your candidates will do, not just what they say they will do.
An hour interview only provides a small window into what your prospective candidate would be like in the job. This issue is accentuated by remote video interviews where we are missing much of the human aspect of in-person interviews.
This can give you a good insight into the general behaviour of a candidate and benchmark them against your needs.
Helping you think about the behaviours you want in the role and turning it into tangible data!
If you currently have a vacancy you need help recruiting for or would like a consultation of Corvus Assured ® to see the full process, please get in touch today on 028 9091 8529 or firstname.lastname@example.org