It does not always prove easy to attract, identify and select the most qualified candidate for a specific job?
"They know what I want. We don't need to write it down." is often the response when the issue of the dreaded job description comes up. Most of the time, when asked, the poor employee is left guessing as to what the boss wants.
Psychological assessment profiling is being used more and more as a tool for recruiting and selecting appropriate people for major project management or career development.
Executive search found its beginnings in post World War II America. What started as a sector dominated by older men drawing upon their pre-war contacts, has grown to become a lucrative global industry.
The Accounts Clerk had resigned and the Administration Manager leapt into action and placed an advertisement in the local paper for a replacement. Two weeks of frenzied résumé reading and interviews followed and a suitable replacement was found.
Terminating a senior manager can be an expensive and embarrassing process.
The aim is to recruit the best person for each job. Removing discrimination and harassment from the recruitment process helps your organisation do this.
Use this template as your guideline for the preparation of a person specification.
What questions may be asked by a new employee, what to do prior to commencement of a new employee...
Use this handy checklist when next recruiting staff.
A quick guide for your next recruitment interview.
Consider this 'phantom' job description as a guide to developing job descriptions in your organisation.
Two important employee characteristics to look for in prospective candidates are values and behaviours. These two characteristics are often the most difficult to discern.
Every organisation employs exactly the people it deserves, but not necessarily the people it wants. The people organisations employ is the result of the recruitment and selection practices it uses.
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