In this part we may look at traditional competency based recruitment and then explore how to recruit for those extra qualities towards the end of chapter.
Assuming that you work in an organization that has a human resource department, it is important to engage them at begining of recruitment process. In particular, they will ensure that you are working within the scope of relevent employment law in your territory. This said, most of the methods suggested would be regarded as best practice in most recruitment Environmnent.
Stage 1 : Job Description.: A continuously evolving document that highlights the main responsibilites and performance expectation of the job.
Stage 2 : Person Specification. : A key document that identifies the essential and preffered criteria required to fulfill the job description.
Stage 3 : Sourcing Candidate : There are a range of options available and you should choose the right options based on the type pf person you are seeking.
Stage 4 : Screening Candidate.: Candidate should be screened out if they dont meet essential elements of the person specification until there is a manageable number to bring forward to interview. The first level of screeing is CV. The second level can come from telephonic interview.
Stage 5 : Testing Candidate. : There are three options here : Ability test, in tray exercises and psychometric test. All have their place in recruitment process and improve the chances of making a good recruitment decision.
Stage 6 : Interview : All candidate should be given the same opportunity to demonstrate their suitability for the role. This entails asking each one the same initial questions but the probing questions that follows on will vary according to their responses. Second interviews might also incorporate questions that varify the validity and psychometric test results.