Introduction
Eighty
percent (80%) of business success is tied to people. Recruiting the
right people, motivating the right people, training the right people,
retaining the right people while releasing the wrong ones is the key
to your success. Many business under-perform because they do not know
to do this or they can’t do it well.
Problem Statement
Current
statistics say that the unemployment rate in the educated and
productive age group of the Nigerian population is now close to 45%.
With this large pool of job seekers one would assume that filling
vacancies would be easy for employers and prospective employers. This
is however far from the case. Due to the falling standard of
education many young graduates are barely employable or are
out-rightly unemployable. Another factor making life difficult for
employers is the erosion of values and work ethics in the present
generation. The get-rich-quick mentality means that many young people
are not willing to put in the effort required to grow and improve.
Previous Options
Current
practice in most business organizations is that when a vacancy
arises, they turn to their HR manager or their HR consultant and ask
for CV's. Many employers think that having a large pool of CV's to
choose from directly improves their chances of finding the right
candidate. This is not usually the case.
The high
rate of joblessness in the market itself has spawned an industry
helping job seekers window dress their CV's, to put their best foot
forward. Many times a large pool of CV's only means a lot of man
hours going through the pile and interviewing the prospective
candidates only to discover that no one makes the grade.
Recommended Solution
I recommend a recruitment approach that takes
account of the problems identified above. At our firm we recognize that in
reality there are never that many suitable candidates to choose from Our
approach begins with understanding in great detail who exactly the
man or woman for the job is. We recommend that you elicit a very
detailed job description for each position and then make a very
detailed and thorough man specification for each job description
Armed with this you are now in a position to write a compelling copy
for an advert that is geared to attract only the people who are
actually qualified and discourage speculative job seekers. Having
attracted the right targets, you should now put them through a
thorough testing process to validate their IQ, work skills, job
knowledge, emotional stability and personality fit for the job.
Benefit 1
Using
this approach you greatly reduce the number of unqualified Cv's that
you have to sieve through.
Benefit 2
Using
this approach you will not get hood winked by a window dressed CV or
a bogus qualification that was awarded but not earned or deserved.
Benefit 3
Using
this approach you are able to identify and disqualify the people that
seem qualified and even look good on paper, but who do not have the
right attitude, personality type or motivations for the job content.
Benefit
4
Using
this approach you are able to attract persons who are naturally
motivated by your mission and vision and who naturally have goals
that are congruent with that of your organisation. These kind of
staff do not need external motivation to make them put in their best
and your organisation is the better for it,
Implementation
Implementation
involves designing recruitment policies and procedures that
standardize these best practice methodologies .It involves
recognizing what personalities suit what jobs and identifying the
right tests to administer.
Summary
Hiring
the right staff is the best thing you can do for your organisation.
Jack Welch says 'Get the right people in the right jobs – it is
more important than developing a strategy' The eighty-twenty rule
recognizes that eighty percent of business success is tied to people
but only twenty percent of organizations get it right. You can be
part of that top twenty percent.
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