The science of recruitment
Science. It’s all around us and it’s opening up whole new worlds.
Science, as a concept, demands systematic analysis in order to build understanding. It demands observation and most of all it demands evidence to support claims.
Science in recruitment is about first defining quantitatively what the hiring manager is trying to achieve. It’s about using the concepts of Big Data and search to find potential applicants. It’s then, in a systematic way, about building evidence in support of applicants that will achieve great things for the firm. Effective science based recruitment brings the best of science to what is otherwise a woolly, error-prone management task. Effective science based recruitment predicts who will excel in a role.
Building a business is about embracing science in order to develop.
Recruiting key staff
Having the right people in the right posts builds your competitive advantage. When staff competencies match your business requirements you will improve your firm’s net worth.
When you recruit, you need to assemble enough evidence to allow you to predict which candidate will perform best in the job. This should be done in a scientific manner – using all the tools available to you to help in your prediction.
The challenges of recruiting staff
Getting the wrong person can be very costly. The business suffers. Turnover and profits will be impacted. Staff morale will be affected. And the problem won’t go away until the person leaves, or they are managed such that they perform as required.
Getting the right person in the first place is key. Recruitment is not an art – it’s a science.
Excelling in recruitment
At the heart of recruitment excellence is the assembly of enough high-quality evidence about a person to make a good prediction about whether or not they will excel when actually in post.
And such an approach can’t work unless the job to which the person is to be recruited is known. The evidence must relate to a job that is well specified.
Job specification and evidence underpin this scientific method – define the firm, define the job and work to fill the job with someone who will fit the organisation and who will excel.
Attributes needed are expressed. Then candidates with the required attributes are sought. And during selection, these attributes are tested for, observed and scored.
Intuition and gut feel are out, replaced by evidence of likely performance and fit. Only candidates who meet the requirements will be considered. Only the candidate with enough evidence in support will be appointed.
It’s the scientific approach. And it works. We’ve used it many times.
Effective science based recruitment: six steps
Step 1: Define the right job
Step 2: Specify the right person
Step 3: Search for the right candidates
Step 4: Attract candidates
Step 5: Selecting the best
Step 6: Offer and induction