Recruitment Finding the right people. Poor recruitment decisions will cause you stress and cost you time, money and lost opportunity.  How do you avoid this?

Effective recruitment

When it comes to HR, it all starts with recruitment. Effective recruitment is central to the success of any organisation. It is about finding the right people with the right skills, experience and qualifications and the right attitude to help deliver business objectives. 

Good recruitment decisions will support your business. Poor recruitment decisions can be costly in terms of time, money and lost opportunity.

Unfortunately, there are no guarantees when it comes to recruitment. Ultimately, until someone starts working for you, you will not be 100% sure if they are right for your organisation.  However, there are things you can do to give you a much better chance of  making the right recruitment decisions.

A good recruitment process

The starting point is to have a good recruitment process. This will also help protect you against potential liability if someone challenges your recruitment decision. Remember that your obligations as an employer begin with the recruitment processbefore you employ someone.

A good recruitment process will save you time as you will be prepared and know exactly what you are doing (e.g. sourcing candidates, interviews, testing candidates etc) and act consistently with candidates. These will help you make the right recruitment decisions.

When recruiting you should not just recruit for skills and competency. You should also look at attitude, team fit and values. Recruiting someone who does not share the company values or has a poor attitude (e.g. to work or colleagues) will soon put the cat amongst the pigeons and will take up valuable management time!

Recruiting for the right attitude and cultural fit has been shown to improve retention – as there is a ‘fit’ with the business and a shared approach. This reduces costs and creates stability and experience with the business that can be invaluable.

Skills and attitude

It may sound obvious, but it’s important to know what you are recruiting for – both the skills and attitude.  To do this you need to write a job description and person specification. The job description is about the job – so you and the candidate are clear about what the job involves. The person specification is about what qualifications, skills and experience is needed, but can also include attitudinal elements.  You should also ensure your interview questions and recruitment process explore attitude and cultural fit.

Recruitment Finding the right people

Next Steps and Further Reading

You can read more about the different elements of recruitment on using the links below. The  template documents also include sample interview questions and job descriptions.

Links to further reading on You can sign up for a FREE account (please note that some content is restricted to Premium members only).

1. Employment Status

2. Introduction to Recruitment

3. Job Descriptions

4. Attracting Candidates

5. Screening and Selection

6. Interview Preparation

7. Interview Agenda

Case Study – Job Descriptions

Templates & Downloads


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