Hello
I am Paul Carter, a CIPD student and HR writer. I have written articles for HRZone on employee engagement, charity of the year campaigns, ending the 'human remains' stigma, promoting the right people and the Reserve Armed Forces. My next article is on the different approaches to recruitment, looking at cronyism, competency based recruitment, personal referrals and other alternative forms of candidate selection.
Nearly half of UK workers or 15.3 million people will look for a new job in 2016 due to bad management and how poorly valued they are, according to a survey of 2,000 people by Investors in People. You can read all about it in The Independent and download the “Job Exodus Trends 2016” to find out more.
With so many people looking for new opportunities, how can recruiters pick the best candidates? If poor management, not feeling valued, pay and lack of career progression are causing a talent drain then how can companies be sure they can recruit and retain the people they need to meet customer targets and improve?
I would like to know your thoughts on
- cronyism, also known as managers recruiting specific people to get the job done
- competency based recruitment, which may not test candidates for specific skills and knowledge
- personal referrals from serving employees or contacts, which I understand is a popular recruitment method at Google
- strengths-based interviews, the new way of interviewing to explore a candidate's interests and ability to do the job, focusing on what you like instead of what you can do
- lengthy recruitment process of multiple interviews and presentations, and the company may still say no
- any other forms of recruitment you want to discuss
- the importance of brand image in recruitment
I would also like to know if you think it's possible to build a team of superstars?
I look forward to reading your thoughts.
Regards
Paul
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