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Recruitingmy way

This is probably the most important skill for any leader or manager to get good at and there are many ways to do it and many books written on it.

 

My way however has always been to trust my instincts and identify who I think could work efficiently and then benchmark with one or two trusted advisers who could evaluate the person in a different way to me or explore a technical skill e.g. IT Directors real knowledge and competence and expertise could not be assessed by a non IT person. So what was my approach? Recruiting is a two way process it’s like a sale so you are trying to get them to want you so you have the control and the choice of whether you want them so it’s important to be nice, warm and welcoming. You want them to talk of you in an excited way even if you turn them down.    They could know people you want to be joining you in the future.

Constantly Recruit

  • \I constantly recruit and meet people – I am looking for talented people everywhere, in my business, from suppliers, customers, wherever there are people I am thinking could they improve what I do
  • \I tell the world I am interested in meeting talented people and I get a steady stream of people coming to me – Head hunters, recruitment people, current employees, ex-employees – get the word out
  • \I also look on Linkedin a lot and send the odd mail do you want to meet up and talk about your career.
  • \I also think about people when I meet them as we develop our business, suppliers, etc
  • \The idea is you have a pipeline of people you can bring in at any time – get coverage for your team and the talent to expand to new areas of business

I do short interviews

  • There is nothing worse than knowing early the person won't fit your culture, and then sitting there and saying to yourself I am wasting time. Time is our most valuable thing- use it well. I ensure they know this is my warm up and don't feel offended if I close after 25-30 mins.

Make them feel at ease

  • I have a standard routine that I follow to make them laugh or smile early during interview meeting
  • \I want to know them and not their nerves
  • \I introduce myself
  • \Tell them I am English
  • \Advise them I will do naughty things, like swallow my words, use slang, speak fast, have an accent etc. and they should stop me at any time
  • \I always say I should know as I will see fear in your eyes they always smile, laugh or just relax)
  • \I reassure that they are not being tested on their English

Set the agenda, so they know

  • I always say "what I want to do today is":
  • \Tell you bit a bout Medicover so you know who I am and what I do and the context of why we talk ( the role)
  • \Find out about you, so I know a little more
  • \Give you an opportunity to ask me any questions you may have
  • \Is that ok ?
  • \They always say "yes" - I do this to get alignment and agreement

Know what you want from people assess against this.

  • \I am clear on what I want
  • \Hard working, committed, dedicated people
  • \Committed to a team and not to them
  • \Will be with me long term
  • \Want to learn
  • \Bright, hungry want to achieve (again not personal achievement)
  • \See list of behaviours

Know what you want from the job they will get

  • \What are the key skills needed
  • \What are the behaviours needed
  • \Ask some questions about that

Have a set of standard questions

  • \Why don't you walk me through your career, aspirations, frustrations etc. and we can just fall into a conversation
  • \What are your three biggest strengths.
    Do their answers fit the profile of the role?
  • \What are your 3 biggest weaknesses
    Are they self-aware
  • \What is your ideal job. Are you looking for one, so what is the scope in that job? Do their answers fit the profile of the role?
  • \If I was to call your bosses and ask them to describe you in words and not sentences, what would they say. Do they follow the brief and use words, can they listen?
  • \Describe a normal working week - are they doing the things you want them to do?
  • \What frustrates you. Find out what they don't like ?
  • \How do you work in a team ?
  • \What have you done that you are most proud of ?
  • \Who do you learn and develop ?
  • \What has been your biggest learning experience so far ?
  • \Why Medicover ?
  • \Why this role?
  • \What is your dream?

At a high level that is my process, did it work, I would say 60% off the time yes, but it also gave me some big headaches and I should have in some cases taken more time to think it through or allowed others to see and comment. You don’t have to follow their advice but at least their views would make you think more. Trust yourself. Use others you trust if a little unsure. Tell them fast they are in or out (same day/ next day- kill the dream or make them excited)

Use your expert to access knowledge and skill.

You can’t be an expert on all things, so if it’s a specialist role, make sure a specialist assesses.

If it doesn’t work?

Then don’t dwell on it, be fair to them, you and your team

Exit with style make it easy for them and help them to move on with pay, with help from recruiters, with good references.
All people are talented but they may find the wrong place, wrong time, and wrong boss – its life. Losing a job hurts, pride if effected.

Remember this is awful for you but they get this and most will be respectful if you are. Loosing a job hurts,  hurtful, pride if effected, families are, people will live with it for a long time and therefore it’s an important skill to say goodbye their dignity in tack.

Analyse why went wrong and what.