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Effective Communication from Employers’ Perspective

Effective Communication from Employers’ Perspective. Jonathan Hill March 2011. Senior Management Vacancy. Put yourself in the position of an Employer, seeking to fill a Senior Management Position

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Effective Communication from Employers’ Perspective

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  1. Effective CommunicationfromEmployers’ Perspective Jonathan Hill March 2011

  2. Senior Management Vacancy • Put yourself in the position of an Employer, seeking to fill a Senior Management Position • Ingroups, first decide on the position you want to fill – usually a replacement, but often with a new project in mind.

  3. Filling the Position • How will you go about filling this position? • Candidate Specification • Essential – must have ……. Qualifications / abilities / experience • Desirable – should have …….. Qualifications / characteristics • Evaluate Internal Candidates against External

  4. £ 1 million Decision • Employing at £50 k for 5 years costs £250 k • Employing the wrong person costs £250 k • Employing the right person could contribute £1 million to the business! • This is a £ 1 million decision, so do it carefully

  5. Who will do the Recruitment? • Use a Consultant - Why? • Advertisement (conceals identity of organisation) • Initial screening of applications (he does the work) • Preliminary interviews (saves your time) • Presents shortlist for Final Interviews • Or simply to PYA ?

  6. Advertisement • Present the Organisation making it attractive to good potential candidates • Outline Candidate Specification • Clearly identify Essential qualities • Indicate Location and Salary • Outline Application Procedure • How and Where to apply • Closing Date

  7. Screening Applications • You receive 300 applications • How are you going to select 12 candidates for initial interview? • Using a Consultant / HR Professional • What criteria will they use? • Psychometric Testing – on what basis? • Objective is Elimination on any basis!

  8. Preliminary Interview • Who will conduct Preliminary Interview? • Selection for Final Interview? Evaluation and Scoring against Criteria • Essential Qualities count for more • Desirable Qualities can tip the balance • Often shared with Employer – transparency • Agree candidates selected for Final Interview

  9. Final Interview • Who will be involved? • You as Manager to whom appointee will report • Colleague whose judgement Manager respects • Usually HR Representative to see fair play • In groups - What are you looking for? - How will you decide?

  10. Explicit v Tacit Knowledge • Explicit Knowledge, Facts, Written Down • Qualifications, Positions held, Dates • Tacit Knowledge – Silent Knowledge • Skills and Abilities • Communication Skills, Open, Trustworthy • What are the capabilities of this person? • What could they contribute to our organisation?

  11. Assessing Tacit Knowledge • Candidates demonstrate tacit knowledge by: • Behaviour - how they respond to questions. • Narrating their experiences, their responses to situations and illustrating their motivations • Also recommendation by someone you trust

  12. Using Narrative to support Facts • The facts alone are not enough! • You must demonstrate your tacit knowledge by telling a good story to illustrate the point • Success in an interview depends on your ability to communicate who you are and to demonstrate your abilities with examples!

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