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Hiring: what you need to know Sarah Wheatley Resourcing Manager

Hiring: what you need to know Sarah Wheatley Resourcing Manager . “A critical business function which is short on rigour”. “Your top hires (5%) produce x4 as much good stuff”. Your employees are your No. 1 a sset.

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Hiring: what you need to know Sarah Wheatley Resourcing Manager

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  1. Hiring: what you need to know Sarah Wheatley Resourcing Manager

  2. “A critical business function which is short on rigour” “Your top hires (5%) produce x4 as much good stuff” Your employees are your No. 1 asset “It costs between 4 and 15 times a persons salary to hire the wrong person” “24 billion a year is spent managing poor performance nationally”

  3. Write the job description (legal benchmark) • Develop a ‘realistic’ person specification • Benchmark– who are you up against/salary? • Describe your dream candidate • Write an engaging advert text • Advertise your vacancy on job boards, networking sites and via social media • Don’t give up – send it to everyone you know and ask them to share! • Attraction Sell Sell Sell!

  4. Measure applications against the JD • Design a varied assessment process which will enable you to measure key behaviours • Ask competency-based interview questions • Help the candidate to use the STAR model when answering questions and probe to help • Take notes on the candidates behaviour and avoid assumptions and discrimination • Keep notes for a year and then destroy (Data Protection Act, 1984) • Provide feedback to all candidates – look after your brand! • Selection & Assessment Jelly & box model

  5. Create an onboarding checklist to ensure you capture all the employee data you need • Create a day 1 induction check list • Develop a tailored induction plan • Develop SMART objectives • Arrange regular reviews • Provide development opportunities • Record employee absences, accidents, grievances and disciplinary action • Store employee data securely • Induction & Training Stretch& grow

  6. The biggest predictor of success in role is a person’s motivation and behaviour. It’s ok to specify that the candidate must have a degree. Appointing someone on the basis of CV and standard interview alone provides accuracy prediction of future success in the role of 25%. TrueorFalse “Talk me through a recent project that you have played a major part in”. A person specification is the criteria against which you can legally reject someone for a position. “Describe a situation where you had to voice your disagreement about an intended business plan. Why did you do it that way, how did it made you feel and what you have learnt from it?

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