At the outset of 2023 it continues to be difficult to source Talent.
In the current market where experienced talent is in limited supply compared to the high demand of available roles across a wide range of UK sectors, there is a heightened requirement for us to take a ‘wider’ / dynamic approach in selecting candidates when recruiting.
This shouldn’t mean dumbing down on attracting quality people.
A more flexible approach to recruitment can be just as effective if we focus on the core competencies that measure candidate’s abilities to deliver within each specialist role.
I recommend these 4 steps for an effective process:
1. Define the core competencies that are required to achieve the measurable objectives for each of the role’s key responsibilities. This may be the time to allocate some of the more senior responsibilities to others’ roles, temporarily or long-term.
2. Determine a minimum level for each of the core competencies required for this role and detail how you’ll measure them. What does ‘good’ look like.
3. Formulate your interview questions (potentially behavioural questions) to assess each candidate’s abilities to deliver the job responsibilities based upon these core competencies. The examples they provide to demonstrate the competencies, may be from within different but similar roles and may also be from within different but ‘aligned’ sectors.
4. If you’re recruiting for a replacement, these candidates may not be at the level of the person who’s left, but they may still be someone who is capable of fulfilling the key parts of the role. Remember, the incumbent left for a reason(s) and thus it may be that their remuneration package / budget is no longer the market rate for all of this role.
There will always need to be a balance between the ability to deliver the required results, versus the candidate’s potential to add value now and increasingly into the future.
Being clear on what we need and well prepared in using the core competencies for each role, gives us greater flexibility and importantly more opportunity to attract the best talent. Isn’t that what we all want?
It’s important to recognise the value of prioritising Attitude and Aptitude within the selection process.
You may find specialist recruiters are able to offer you some valuable market advice with workable solutions that maximise your budget.
How clear are you on the core competencies required for your role(s)?
