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Recruitment Guidelines

What is the easiest part of recruitment? There is only one aspect that is easy and that is deciding you need to employ an extra person or persons - but even that may be the wrong solution! Whether you are a line manager in a large company, own your company or work in Personnel and Human Resources, recruitment is not an easy process. The main consideration in recruitment, to make it effective, is to focus on the key goal of having the right person in the right role. So to achieve this what needs to be planned? The following step-by-step guide will help to support you in identifying the aspects, some less obvious than others, that need to be considered - and implemented if you are to be successful.

The Role:

    silver square  Why do you need the extra person(s)?
    silver square  How many will you need?
    silver square  What duties will they perform?
    silver square  How will their effective performance help you to achieve organisational goals?
    silver square  Will any other options help you achieve these goals?
    silver square  Is this a long or short term gap?

The Organisation:

    silver square  How much budget is available to pay for extra salary?
    silver square  Is this realistic for what you expect the person to deliver?
    silver square  What are the current market rates for this type of role - does your budget match?
    silver square  Are you aware of the legal implications?

The Person:

    silver square  What skills does an individual need to carry out the role?
    silver square  Do you have a job description - is it up to date and relevant?
    silver square  What benefits and terms and conditions are you offering the individual?
    silver square  Are professional qualifications required?
    silver square  What level of experience is necessary?
    silver square  What are the role and organisational competencies to be met?

Sourcing candidates:

    silver square  Where will you advertise or will you use a high street agency?
    silver square  How will you best sell the role to get the best candidates?
    silver square  How would you like candidates to apply for the role - CVs, application forms, or telephone interview?
    silver square  What timescales are involved for applying, responding and assessment?
    silver square  Who will take responsibity for co-ordination?
    silver square  How does your local area affect the market?

Screening candidates:

    silver square  How will you identify the best candidates?
    silver square  How many skilled and experienced people are available to contribute?
    silver square  How will timescales be affected by the response?
    silver square  What are the next stages if poor quality or not enough candidates apply?
    silver square  Who is responsible for managing the related administration?

Assessment:

    silver square  What type of exercises will you use to assess the skills?
    silver square  What types of questions are best to identify the individual's suitability?
    silver square  Who is trained to support in the assessment process?
    silver square  Who will co-ordinate the complete process and follow up?
    silver square  How does subjectivity affect the outcome?
    silver square  Is the process fair and legal?

These are just the key issues to be considered and you may even choose to miss out a number of these steps - after all it takes less time. You could be lucky in your choice - but research shows that in the majority of cases you won't be. And the consequences will be a lot more costly and time consuming than following these guidelines initially.

Whatever methods you choose remember to stay within the legal parameters and focus on what you need the individual to be able to achieve - whether you like a person or not is the last aspect to think about.

If you would like some additional advice or need an extra resource to support you then just contact us and we will help you.

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