1. Agree your recruitment process (how many interviews, presentations and who the interviewers will be) and ensure interviewers understand your plans and time-scales.
2. Behaviour profiling and ability testing should be considered as they remove Gut feel from the selection process.
3. Understand the market place and what competitors / other companies are paying for the same role.
4. Develop and agree with the Line Manager a thorough Job Description and Candidate Profile.
5. Develop and agree with the Line Manager a relevant competency matrix for the role.
6. Identify reasons why candidates would join you. Are you attractive to them? Ensure your interviewers spend time presenting the company and the reasons candidates should join you during the interview. RECRUITMENT IS A TWO WAY PROCESS!
7. Ensure you communicate effectively with candidates. They should know your process and the time-scales involved. Give them access to you through a member of the recruitment process.
8. Understand your chosen candidate's current salary package and manage their salary expectations.
9. Remain in contact with your chosen candidate through their resignation period and until they join you. Counter offers can present problems and must be proactively managed.
10. Partner with a professional recruitment consultancy.
Tips on Recruiting the Right Candidate
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