Guest Author: Charles van Heerden is the founder of WaveBox, a specialist consulting firm in Melbourne, Australia. Charles is an HR careers expert with a strong focus on talent management. He has been an HR Director in three countries, a senior line manager and a consultant. Charles holds a degree in Psychology and has completed advanced studies in HR and change
Author Website: http://www.wavebox.com.au
Finding the right person for a vacant position is not always a rational process, despite the procedures that companies may use for recruitment. This is a lesson I have learnt many years ago when I was responsible for developing recruitment systems for client companies.
There are many stages to the recruitment process, before a company decides to fill a vacancy.
Why is there a vacancy?
Logically, it starts with the exit interview to find out why the previous incumbent decided to move on to greener pastures. Some companies are now doing these interviews only after an employee has left the company.
Why was the new job created?
Sometimes, a new job is created as result of increased business and there is usually some reallocation of tasks to define the new job description.
The Multiple Hurdle Process
The bigger the company, the more likely that they will follow a more formal process, usually through job advertising, interviews, psychometric tests and reference checking. This process is often referred to as the multiple hurdle process. The idea is that with each hurdle a few more people will drop out, until you are finally able to identify the most suitable candidate.
Recruitment is critical for smaller companies
Smaller companies may not follow the same rigorous process, but in fact recruitment is even more important. When you employ only fifteen staff, every person is vital to the whole team – just see what happens to a sports team if one player is having a bad day, or has been sin binned.
Why you should not target big companies?
It is natural for candidates to try and target the big companies. The majority of job seekers tend to approach the bigger companies, the Top 100. Having worked for some of these companies, I have seen how people limit their search to the familiar names and brands.
Did you know that your best chance of success is with a smaller company?
There is nowadays an international trend for MBA’s to join smaller companies, as these companies offer them more opportunities for understanding the whole business, rather than just a division or business unit.
Why am I suggesting smaller companies?
Right in the beginning I have suggested that often a non-rational process is adopted in recruiting people. We tend to appoint people we know. As 80% of jobs are filled through the hidden job market, then your job search strategy should determine that only 20% of your time should go into scanning and responding to advertisements.
Have a good job search strategy!
The key part of your strategy is to get an interview. This is done by effective networking, a good CV and a proper job search strategy.
The first phase is doing all you can, not to be screened out – to get an interview.
The final phase is not about screening people out but deciding who best fits the profile. The key skills here are all about selling yourself and asking the right questions, to get a great job.
Please read my other blogs on www.wavebox.com.au
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.