Writing a job specification:
The job specification gives a detailed description of the position vacant. This process aids your consultant in finding the perfect candidate in a truly efficient manner.
You should include the following:
About the Job:
Job department and job titles,Salary range,Job description,Responsibilities including day to day duties,Description of the typical working day or week,Level of contact with other staff members and senior management
About the Person:
Abilities expected (i.e. technical, organizational or communication skills),Qualifications required,Level of experience required (and whether in a similar role or not).
What kind of personality would best fit in the existing environment
What character or traits you would expect from the successful candidate
Any other qualities that you would like to fill the available position
Resume is a snapshot of a candidate and is there to provide you with the necessary information in order to justify an interview.
Qualifications and Education:
Do they have the education and qualifications to fulfill the job requirements?
Do they have further education that enhances their skills set so that they would be suitable for the position?
Are their grades of qualifications acceptable?
How long was their duration with each company?
What kind of structures have they worked in?
What kind of client base experience do they have, and is this of use to you?
Do they have any outstanding achievements that are applicable to your organization?
What responsibilities did they have in previous positions and is it similar to what the responsibilities that you would give them?
What kind of skills set do they possess, and would this benefit your business type?
Are there any time gaps in their resume, and can these be accounted for?
Do they have experience from the bottom of an organization upwards, and is this relevant to you?
Do they have a number of past positions listed, and can this be reasonably justified?
Are they a team player?
Do they have management experience, or do they have potential?
Hobbies and Interests:
What hobbies and interests do they have?
What personal characteristics do these infer?
Do their hobbies indicate team players or does it suggest they work well on their own?
There are a number of methods of interviewing, including behavioral event interviewing and criteria based interviewing. Each of these methods has their pros and cons. The former examines previous history assuming that past behaviors will indicate future tendencies. The latter involves structured questioning. Jobrp uses a mixture of both, and would recommend you to tailor the interview to suit your own unique needs.
There are a number of things that we feel that you as an employer should be aware of with regards to interviewing:
Preparation for the interview:
Prepare an agenda for the interview so that you are clear in identifying what outcomes you would like to achieve in the set time limit.
Prepare specific questions that you would like to probe - including open ended, probing, closed and hypothetical questions.
Review the resume prior to the interview in order to ask specific questions of the candidate's strengths and weaknesses.
Long term plans, previous work experience and responsibilities, gaps in resume etc.
Prepare for candidate questions about the role, the salary, career progression, the organizational structure, the future of the company etc.
Please be aware that the interview is a two-way process and candidates assess organizational suitability as well as vice-versa.
Prepare the interview room to ensure that the candidate is as comfortable as possible. Informal settings such as restaurants and cafes also help the candidate feel at ease.
First impressions last. That first impression will be the most prominent in the candidate's mind.
Your behavior will be directly associated with that of the organization.
Make a lasting final impression by explaining your subsequent actions and their timescale.
Your impressions of the candidate immediately after the interview need to be taken note of, as well as those throughout in order not to overlook or forget anything important that may influence your decision.
After the Interview:
Take notes of all your thoughts.
Prepare a course of action, the timescale and stick to it (this could be getting back to the consultant to arrange a second interview, a job offer etc).
If you have decided that this is the perfect candidate, DO NOT DELAY. Write a letter of offer directly, or via your consultant. Good candidates are not on the market for long and will be quickly placed. DO NOT PROCRASTINATE or you may have to go through the entire search process again and may not be successful in finding another perfect fit.
Be prepared to sell the offer to the candidate.
Be prepared to counter offer with the relevant steps. Your consultant can help with this.