Finding the right candidate to contribute towards achieving your organisational goals is no easy task, and the fight for attracting and retaining top talent in today’s market remains fierce.

Even with the latest technology, alternative hiring methods, personality tests and various analyses available there is always a significant investment in time and resources in recruitment, as well as the risk of a negative outcome.

Your approach to successful hiring should begin by putting together a concise brief to outline your requirements. There is no right or wrong when it comes to compiling this, but it should at the very least include what your needs are, and how you are going to meet them.

Here are our key brief outlines to consider :-

–       A company snapshot

Provide a few bullets on your company’s current status. What are your growth plans and which employees will you need in the short, medium and long term to achieve these. Sketch out your ideal team and identify which positions are most and least critical for moving forwards right now. End off by defining the roles you need as soon as possible, with a view to revisit your plan once these positions are filled and flourishing.

–       Appropriate candidate selection criteria

This outlines the base-line requirements of the candidates that you require. It includes education, experience, competencies, performance levels and category. Following this it outlines personality, attitude and organisational fit.

–       Hiring timelines

This outlines your time frame, your ideal start date for the new hire and the overall duration of the interview process. The process is inevitably quicker if these are clearly defined.

–       Key decision makers within the process

Know from the onset who the key decision makers are within the hiring process, and schedule your interview phases to tie in with holidays and travel where possible. If decisions are delayed because the appropriate approval system is not thought out, serious contenders will be snapped up by other hiring contenders and you will lose out.

–       Package details – salary and company benefits

You need to provide a well thought out package definition, with room to move if required. An experienced recruiter will use the package as a negotiating tool where necessary and match experience with an appropriate figure

–       Competitor awareness

A manager with a defined hiring plan should include insights into competitor activity and be aware of other lucrative roles available to ensure the best candidates are not lost as a result

– Contingency options

Have a well thought out contingency plan in place should an attractive candidate in phase 2 or 3 of the interviewing process becomes unavailable, or is deemed unsuitable. Have 2 or 3 options lined up throughout the process so that if one or two drop off you do not need to start the entire hiring process from the beginning.