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THE RECRUITMENT PROCESS - FOOD FOR THOUGHT!  Before you start recruiting have you asked yourself what the overall objective is of the recruitment need. What is the impact of getting it wrong - cost in terms of time and money? Resignations usually come when you least expect them. Do you have some form of contingency plan for every member of staff? Who could you promote into the position? Have you got a good number two lined up? Could you start grooming someone now for this position in the future? Is now an opportune time to restructure the department where the vacancy exists? If so, will you need to recruit someone with the same skills or someone different? Where might the person you need be working now? Do they have to 'hit the ground running' or have you time to train a better but less experienced person up? Can this role be undertaken as a job-share, or with 'flexi-time'? The greater the flexibility you can offer, the wider the pool of applicants you are likely to have.  POINTS TO CONSIDER WHEN SELECTING YOUR RECRUITMENT METHOD |
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