Is near enough, good enough? I have noticed that there is a reasonably good candidate market out there at the moment with some real talent on offer. This I believe, has come about for several reasons, including the job cuts in government and the desire of candidates to relocate from other states and abroad to Queensland, for what they consider a positive lifestyle change. Whatever the reason, now is the time to take advantage of the available talent.
With a rich source of potential candidates, is near enough, good enough? When you’re hiring, you’re growing. That means business is good? The last thing you want to do is take on people who could be wrong for the job, or your organisation. Some important points to take into consideration when hiring, whether you’re running the process yourself or using the services of a specialised recruitment agency.
In my experience the following points are not only useful but essential when running a recruitment process to find the right people for your organisation:
Provide a detailed Position description: One that is accurate – this needs to outline the duties, responsibilities, and necessary skills, but also mention “how” the work is to be done, and timely expectations. An article I read recently put it appropriately for the Healthcare Sector “If patient care is critical, don’t assume that a candidate’s empathy is a given”. Outline how you see this is to be carried out. Don’t be afraid to put down the sometimes unmeasurable, otherwise you run the risk of having to settle for second best.
Recognise the talent you already have within your organisation: Is there any potential internal applicants that can do the job? Don’t be afraid to hire from outside if you believe that “fresh” would work better. But also recognise existing talent that could step up.
Utilise a professional firm: If you need assistance. Common problems can be looked at from an outside point of view, which offers a non-biased and hopefully a realistic view. With so many different theories on interviewing techniques and lengthy processes, specialists in this field can often expedite the process and match the well-prepared position description to the right type of talent. Be committed to the process.
Don’t oversell your organisation: Don’t run the risk of not being able to deliver, the old cliché of “under promise, over deliver” works well for retaining good talent. The last thing you want when you have put in so much time and effort into your recruitment process or paid for results, is that the expectations on both sides is unfulfilled.
Without trying to sound overly optimistic at the state of the job market in Queensland, now is the time to be securing good people for your organisation, engage them now for future gains.