The recruitment process

Although this is an important matter, it has to be stressed that often project leaders have little choice about the people w ho w ill make up the teams - they have to make do with the 'materials that are to hand'. Rccmitmcni might very well be regarded as an organizational responsibility: you might be recruiting someone who will, over a period of time, w ork in many different parts of the same organization.

Meredith Belbin usefully distinguishes between eligible and suitable candidates. An eligible candidate is one whose CV (curriculum vitae or resumd) shows, for example, the 'right' number of years in some previous post and the 'right' paper qualifications. Suitable candidates are those who can actually do the job well. An easy mistake is to select an eligible candidate who is not in fact suitable. Suitable candidates who are not technically eligible can. on the other hand, be ideal candidates because, once in post, they are more likely to remain loyal to the organization. Belbin suggests that selection methods that centre on the assessment of actual skills rather than past experience and also a willingness to provide training to make good minor gaps in expertise can be a more effective way of placing suitable staff. It also seems to us to show that policies that avoid discrimination on the grounds of race, gender, age or irrelevant disabilities can be not just socially responsible but also a shrewd recruitment policy.

R. Meredith Belbin. Team Roles At Work. Butterworth-Heinemann, 1993

A general approach might he the following.

• Create a job specification Advice is needed, as there will be legal implications in an official document. However, formally or informally, the requirements of the job should be documented and agreed.

• Create a job holder profile Using the job specification, a profile of the person needed to carry out the job is constructed. The qualities, qualifications, education and experience required would be listed.

• Obtain applicants Typically, an advertisement would be placed, cither within the organization or outside in the trade or local press. The job holder profile would be examined carefully to identify the medium most likely to reach the largest number of potential applicants at least cost. For example, if a specialist is needed it would make sense to advertise in the relevant specialist journal. The other principle is to give enough information in the advertisement to allow an element of self-elimination. By giving the salary, location, job scope and any essential qualifications, the applicants will be limited to the more realistic candidates.

• Kxamine CVs These should be read carefully and compared to the job holder profile - nothing is more annoying for all concerned than when people have CVs which clearly indicate that they are not eligible for the job and yet they are called for interview.

• Interviews etc. A number of different selection techniques can be tried, including aptitude tests, personality tests, and the examination of samples of previous work. All these methods must he related to specific qualities detailed in the job holder profile. Interviews are the most commonly used method. It is better if there is more than one interview session with an applicant and with each session there should not be more than two interviewers because a greater number reduces the possibility of follow-up questions and discussion. Some formal scoring system for the qualities being judged should be devised and interviewers should then decide scores individually which are then compared. An interview should be of a technical nature where the practical expertise of the candidate is assessed, or of a more general nature if not. In the latter ease, a major part of the interview will in fact be evaluating and confirming what was stated in the CV - for example any time gaps in the education and employment history would be investigated, and the precise nature of jobs previously done would need to be explored.

• Other procedures References will need to be taken up where necessary, and a medical examination might be needed.

Exercise 11.1

A new analyst/programmer is to be recruited to work in Amanda's team at IOE. The intention is to recruit someone who already has some experience. Make a list

Project Management Made Easy

Project Management Made Easy

What you need to know about… Project Management Made Easy! Project management consists of more than just a large building project and can encompass small projects as well. No matter what the size of your project, you need to have some sort of project management. How you manage your project has everything to do with its outcome.

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