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Recruitment Policy

Introduction

This week, I’d like to ask you to think about your recruitment policy.

Now, people, any business, they can be your greatest asset or your greatest liability.

I specifically want to target a recent experience I had with a business using a recruitment company.

Now, straight out of the gate, I’m not saying all recruitment companies are bad, I’m not saying all recruitment companies act in this unprofessional manner.

But it is an industry that is renowned for strong terms and conditions, excessive billing for service, recruiting people and placing them, and then re-tapping them over at a later day, or replacing them for another thing.

The counter of that is there’s a lot of recruitment companies you ask who do a good job and don’t do any of that, so maybe you can relate to some of the positive or negative experiences when recruiting your business, but, here’s the situation.

Recruiting & Core Values

We had a business that was recruiting a number of people.

They got a recruitment company involved, the process goes something like, you agree the fee, sign the T’s and C’s, we give you all the sort of sales pitch about how they profile people, and then we’ll send you a CV.

So, my point today is why you, the last thing that you should be looking at is a CV.

Also, if you were to follow this next piece of advice, that, you may not even need a recruitment company.

So the process that I’m going to take you through now is how to recruit against your core values instead of a CV.

The caveat that goes around this is, I highly recommend that you recruit for the character and train for skills.

Now I do accept that there are just some jobs that these high skill sets immediately to do the job.

Although, if you look deep at this, there are also quite a few jobs that, don’t necessarily need qualifying skills, they can be trained.

So, if you have core values in your business, the first thing that you need to do is,

  • Is to ask the person who’s applying to write you a short note against those core values.

Here at Mike Midgley Executive, we’ve got ten core values, and I’ll put a link into those so you can check those out.

What you’re trying to do in this section is getting a fit.

Is there a fit for this person,

  • Are they the right type of person for you?
  • Do they share the same values?
  • Do they bind to the ethos of the company?

Because if they don’t, it doesn’t matter how skilled they are, if they’re going to be awkward, they don’t bind to the vision, they’re not going to serve your customers right, they’re going to be not as punctual as you.

If they don’t bind to those values, then that relationship between you as an employer and that new employee’s going to be sort of difficult from the outset.

It’s going to upset existing stuff, according to that relationship, and again, you may be able to relate to some of these issues.

  • Once you’ve actually got the core values of your business down, and you’ve asked the person to write a note about your core values, you can evaluate that and see if that fit is applicable.

If it is, then, what I will say to then recommend is, set up a telephone interview, and you’ve obviously got a job description done, and maybe that’s point zero, in the term, thinkin’ about it.

So your job description done, but you’re not going to talk around that, you know?

You’re going to talk around those core values, listen to what they’re going to say, and ask them, challenging questions on each of your core values, and around their answers.

I think you’ll get a lot more reality out of asking the questions on, their answers to your core values than you would just be reading it and taking it at face value.

You could obviously finish that last call off with any questions on the job role.

So what you’ve actually done, you’ve simplified the process to say, I’m not really interested in CV, most interest if you fit with the values of my company.

That’s got an open discussion with him as a person, one on one, not employer to employee, just a person around core values to establish if there’s that fit is there and it’s strong.

Job Role

  • You can cover off any questions on the job role.

If that’s applicable, then I would ask him to send a CV for the experience, or a ressume about what jobs they were previously on, or qualifications that they have.

That really points three.

  • If the person meets your core values, you’ve had an open discussion to share those values, just like you would with somebody, if you went out on a casual, day off, you’re just having a chat with somebody at the bar, somebody with a pint in a pub, that’s what type of chat you’re having about core values, it’s important.

So you’ve got energy, that passion and then you can judge it, how they would manage your customers that way as well.

If it’s a fit on experience, then bring them in.

You’ve just saved yourself a tonne of time, you’ve saved yourself a tonne of effort.

If you’re using a tool like Infusionsoft, you can automate that process where they can answer your questions on the core values online.

One thing that people don’t always realise is how versatile Infusionsoft is, and to use it for a recruitment purpose, and the short-listing purpose.

It’s a fantastic tool, saves you a lot of time, sight interviews that don’t go anywhere, or serial interviews who just turn up for the sake of getting experience.

It really does allow you to bring forward that dire important set of candidates that actually meet your values, meet your criteria, have got the basic skills.

Even if assume it’s not job critical, but even if they’re a little bit short on skills, there’s so much crowdfunding around these days to train people in certain skills, and you can always get them to speed quickly and bring them in, but trust me, it’s better to have a semi-skilled person in your business and that is a direct fit for your business than a highly skilled person that’s a bad fit for your business.

You could avoid yourself a lot of troubles.

So I hope that’s been helpful, why you don’t need a CV to recruit, certainly that does take out the recruitment company.

How you would do it without a recruitment company I suppose as an extra point is, social channels today, advertise your job position, we’re looking for a superstar in this role or a superstar in that role.

You can even maybe subscribe to things like LinkedInSales Navigator, or recross Sales Pro, or LinkedIn Pro, it’s going to cost you about 60 pounds a month, then you can pick out all the people to target off there, running it for a free trial, target everybody, and then you can close it down.

The 60 pounds you paid LinkedIn for the pro version is going to be a lot cheaper than you’re going to pay the recruiter.

  1. Get your job spec.
  2. Make sure you’ve got your core values understood.
  3. Ask them to write some, a couple of paragraphs around each core value.
  4. If he’s any good set up a telephone call and has a conversational chat, not an interview with him, an informal chat.
  5. Cover the job role that interests him and any qualifications.
  6. Call them in for an interview if necessary, and to do that, rep it out, push that out in society.

Avoid yourself heavy recruitment fees.

Recruit your own people to your own fee, and I’m sure you’ll get a lot better results, meaning control.

Mike Midgley

Mike Midgley is the Strategy Director at 6teen30 Digital and a dynamic digital entrepreneur, nxd, strategist, public speaker and host of TheOpenMike Podcast show & Co-Host at The Inbound Podcast. Mike has achieved successful six and seven-figure exits over a 25-year career, raised in excess of £1.6m [$2.5m] in Venture Capital and highly experienced with franchising.

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