Three steps for getting recruitment right.

As a speaker and strategy advisor, time and time again, I hear from CEOs at the strategy implementation stage, who have to cope with a ‘tail that wags the dog’.  Experienced employees are indeed experienced. However, the specific competencies required to execute the new strategy are often lacking, along with a genuine commitment by some staff to adapt and evolve.  New people and talent are needed with each round of strategic enhancement.

Key steps for getting recruitment right are:

Step 1.   Anticipate, anticipate and anticipate. Regularly perform a deep analysis of long-term staffing needs, based on your forward-looking strategic business plans. Hiring without the strategic plan in front of you is a plan for failure. Keep asking yourself, ‘why do we need this person?’

Step 2.  Specify, specify and specify. Identify and then specify the competencies required for each position you fill. Hiring people you like the look of without a concise job description spells disaster. If you don’t know what a new hire or an existing employee’s specific responsibilities are, chances are they won’t either!

Step 3.  Choice, choice and more choice. Cast a really wide net to attract candidates, by looking both inside and outside the organization, for the right person for each and every job. Leave no stone unturned. Clients, who excitedly land a fresh candidate, sometimes call on me for help or approval. My standard reply is, “A choice of one is no choice at all.” Develop pools of candidates for each position, by asking all stakeholders – from board members to customers for suggestions. The ocean for talent is enormous. Become an expert at fishing it.