The 8 differences between ‘Good’ and ‘Great’

Good recruitment gets a reasonable performer into the business in a timescale that was probably a little longer than expected.

Great recruitment gets a top performer in a specific time frame.

So how do you go from good to great?

Here is a checklist for you to use. You need 100% if you are going to run a great process!

  1. You have clearly identified the key traits of a high performer in your vacant job. You will need these to structure your interview questions.
  2. You have thought carefully about why your company is a more attractive employer than others in your sector. You will need to articulate this to candidates during the interview process.
  3. You have properly benchmarked your target salary. Is it sufficient to get the skills and experience you want?
  4. You have prioritised this recruitment process. In other words, you don’t allow other commitments to result in cancelled interviews, slow feedback and poor communication.
  5. You have already consulted colleagues who may be involved in interviewing about their availability over the course of the process. Are you familiar with the internal sign off process on a job offer?
  6. You understand that good candidates have other employment options including staying where they are. You are ready to sell the benefits of your opportunity.
  7. You take personal responsibility for negotiating the offer with the candidate and gaining their commitment to accept.
  8. Your working relationship with the candidate starts the moment they accept your offer. Ensure you invest in that relationship before they start through regular contact.

In summary, get yourself prepared for every stage, become an ambassador for your company and don’t let your core job derail the process.

The reward is a better employee joining in a quicker time frame and that always reflects well on you.