Yes, this post is for employers…. Particularly, employers who prefer not to advertise their jobs in Somalia and Somaliland.
Recently, whilst I was sipping on a freshly made cappuccino in one of the lovely hotels in Hargeisa (I won’t say which one;)), I overheard a meeting between a large donor and an enterprise.
During this meeting, I heard the enterprise request additional funding due to cashflow issues, because of poor performance… Whilst a request for further funding is normal, I was surprised by his reasons… Furthermore, I did not hear the employer talk about his personnel one single time.
Let me say this once more to everyone in Somalia and Somaliland… EMPLOYERS, you will never have a successful BUSINESS without a recruitment and selection plan, training and development programme and an activity and performance management plan.
Ok, you might have temporary success, BUT this will only be TEMPORARY!
Your BUSINESS, PROJECT, GOAL will fail if you DO NOT invest in finding the right people, training the right people and managing the right people in the RIGHT WAY!
The moment someone who recruits people fairly on competence and commitment joins your market- YOU ARE DONE…
So, how do you safeguard yourself from this threat and create a high performing business?
Whilst I have some killer personal strategies, I must say, I love this 7 step plan from ReedGlobal.
7 steps to a foolproof recruitment process
There are seven simple recruitment process steps that you should follow every time you hire.
The recruitment process can be incredibly time-consuming. The good news is that nearly every recruitment drive can be broken down into seven steps, many of of which you will be familiar with already.
Here’s a one-stop guide that you can use time and again. Perfect for staying in line with legislation, running a foolproof recruitment process and hiring the right candidates to last and reduce costs down the line.
1. Know what you need
The key to getting what you want? Knowing what you are looking for. That’s where good planning comes in. Ensuring you have an in-depth understanding of the role you are hiring for will make the rest of the recruitment process easier and faster, since you’ll quickly be able to determine who has the experience required to successfully fulfill the role. It also ensures candidates have a clear purpose and planned goals for the position when they join, removing any ambiguity on where they fit within wider business objectives.
Key questions to answer:
- Why is a new employee needed?
- What duties and responsibilities will the successful candidate have?
- What skills or abilities are required to succeed in the role?
- Where does this role fit within the wider business structure?
2. Prepare the job description and person specification
These are written descriptions of:
They will be one of the first things jobseekers read when they find your job vacancy. Attracting the right applicants during the recruitment process is largely about getting these two documents right, so it’s worth spending time on them before moving to the next recruitment steps.
- Try to include key responsibilities in the job description to give a good idea for what the role involves, as well as giving a feel for who they’d be working with and what success looks like.
- Person Specifications help you characterise the type of skills and mindsets that will flourish in the role.
“For decades companies have focussed on the job and not the person. It is vital that you hire people who share your company’s values and fit your culture. The person spec is where this starts.”
Chris Adcock, Senior Divisional Director, RSR
3. Choose where to advertise
- Benefits: a quick way to gain widespread visibility of your vacancy to thousands of registered job seekers.
- Drawbacks: you may well end up with hundreds of CVs to sift through, and it’s likely you’ll get a lot of random applications as people ‘spam’ their CV out in hope of uptake.
- Benefits: the person you’re looking for could be right under your nose! Saving time and money on recruiting costs, motivating employees through opportunity provision, plus they’re already integrated to the culture and rhythm of the business.
- Drawbacks: For some roles, bringing in a fresh perspective or new set of skills can help add depth to the capabilities in your team.
- Benefits: LinkedIn is the no1. social platform for recruiting and screening candidates with more than 350 million professionals present, above Facebook and Twitter, and allows specific targeting of content to the skills and expertise required for a role.
- Drawbacks: your company page needs to show good quality content – the platform is as much for candidates to review if it’s the right workplace for them as much as if they are right for you.
“In today’s transparent digital world, a company’s employment brand must be both highly visible and highly attractive because candidates now often find the employer, not the reverse.”
Deloitte, 2017 Global Human Capital Trends
Seek specialist support
If you are already struggling to fit everything in during the process of recruitment, you might want to consider outsourcing to a recruitment agency, especially if you are serious about finding the candidate that ticks the right boxes.
- Benefits: a good recruitment agency can take care of everything, without forcing you to relinquish control of the important decisions.
- Drawbacks: we understand that costs associated with using recruitment consultants can be off putting, in particular to smaller businesses. However, using a specialist can both strengthen and speed up the process, giving you valuable time back to achieve more within the business
4. Review your applications
Good candidates should quickly and clearly highlight how their experience aligns with the available role. So revisit your job description and person specification for a reminder of what you are looking for. Don’t feel bad about scan-reading applications. The onus is on your applicants to prove their suitability as quickly as possible. And, trust us, after reading 100 CVs you’ll be able to spot the standout candidates a mile off. Take a deep breath and dive in.
No matter how well you crafted your job description and person specification, you will always receive wildcards. And they shouldn’t always be discredited. Sometimes judicious flexibility can pay off.
5. Conducting interviews
The key moment giving you invaluable contact time with your candidates is the interview stage. Good preparation is key to getting the most out of the conversation. Enter knowing what talking points are most important to cover, including highlights from their CV or application, and of course key requisites for the role.
6. Checking references, drawing up a contract and offering the job
Once you have shortlisted your top candidates it’s time to check their references. Many employers miss this recruitment step, but it’s essential to check your candidate’s background to help make sure they are everything they claim to be. (Hiring the wrong person can be eye-wateringly costly.)
If everything is in order you will need to draw up a contract of employment. You will most likely have a template that can be adapted to the salary, number of holiday days, working hours and responsibilities. If not, we can take care of it for you. Then it’s on to the fun bit. Offering the job.
7. Welcome your new rising star as they settle in
Being the new person often feels awkward, difficult and uncomfortable. Here are our top tips for ensuring a welcoming company culture, achieving good impressions early on and gaining serious loyalty points by making a special effort to help your new candidate settle in:
There you have it, the “7 steps to a fool proof recruitment process”.
What I would like to add to this fantastic list is about the interviewing stages. I always advise on 3 stages- The telephone stage, face to face interview stage 1 and then face to face interview stage 2. If you want to analyse the candidate further, then I suggest a trial day.
If you heed my earlier advice and then follow these 7 steps, you will quickly note an improvement. Having said that, we still need a good training and development programme and an activity and performance management plan right? I will revert with more information concerning both areas sooner rather than later.
Good luck and keep out for more valuable information.
Musti Madar is the founder of Myshaqo, SMGT and Life-mapp. He is a serial entrepreneur with over 15 years’ corporate experience. Follow him on LinkedIn here