After six consecutive nannies had tried and failed to cope with their wayward children, the Banks family finally found the right person for the job: Mary Poppins. What lessons can we learn from their rather unusual recruitment process?
1. Create an accurate profile
Do you know exactly what kind of character you are looking for? What skills are critical for success in the given position?
You should pinpoint those critical skills before you start your search.
In the case of the nanny for the Banks’ children those unique skills included “cheery disposition, rosy cheeks, no warts, play games of all sorts.” Read More
Let’s face it, there is always fierce competition for the best talent on the job market. It is increasingly difficult to find senior professionals who are established experts in their field, professionals that don’t require several months if not years of training and on-the-job experience before they start creating value for your company. This scarcity of top talent is especially true for certain professions such as IT and engineering. But no matter which industry you are in, there are always positions which are difficult to fill because there may be anything from only a handful to, at best, a few hundred suitable candidates on the job market.
What approaches should you take for the successful recruitment of these top professionals?
In our Best of HR project we interviewed over fifty HR managers. Many of them have faced this challenge in the past – and continue to face this challenge today – and they were happy to share their experiences. Read More
“We have been trying to fill this senior position for over half a year with no success.” This is a common complaint of many senior HR professionals and managers. The higher the position is, the more difficult it becomes to find the right candidate for the job. So they keep searching on the job market, but often they forget to look around within the company itself.
“If I have a vacancy to fill, I’ll promote someone into it, then fill that newly vacated post from below, and so on,” said a HR manager, “until, finally, there is left a vacancy further down the organisation which is easy to fill from outside. So when there is a vacancy, we typically fill it from inside the company, and create a chain reaction of people moving upwards. This is all planned as much as possible. We know where to look for a replacement when a vacancy arises, so it is easy to prepare to move the system. As many as three promotions can be effected in a single round. It is great from the motivational point of view – you can communicate it, for example, we express our congratulations in a newsletter to those who have been promoted. This gives motivation and provides perspective to those who work here.”
So what are the key elements in starting a career chain reaction? Read More