You understand and know your pipeline when it comes to listing, selling and renting, right? But do you understand what your HR pipeline is? If you are thinking about recruiting another member of staff, don’t wait until it’s urgent – think ahead while you have time, says experienced recruiter from Real+ Alison McGavin.
Last week, a client and I achieved something magical. My client (who, like the dentist in the Oral-B ads, is so important they shall remain unnamed) was clever enough to on-board two new team members.
Both of these team members were applying for the same role, and a junior role at that – a Leasing role. Both team members were very different, in fact they couldn’t have been any more different; everything about them was different – their age, their skillset, their gender, their salary expectations. Everything. Well, I tell a fib – almost everything. They were both extremely well suited to the role, and to the culture of the team. My client, a savvy business person with the foresight to know that, given the climate of the market and the average turnaround of a staff member, he would likely be losing someone in the next three to six months anyway, hired them both.
You’re probably thinking it was an impulsive buy. Quite the opposite. This client just saved himself time and money, and to do that he had to invest time and money. Which leads me to my next point: it wasn’t plain magic that made this happen; it was a plan put in place between my client and I that led to this occurrence, which I like to refer to as ‘Smart Hiring’.
Here are seven tips for smart hiring!
- BE AVAILABLE!
You’re under the pump. And that right there is one of the reasons you need more staff! Block out time for interviews. Try and do this over a day if possible, two if not. My client (bless) gave me an entire day. He committed to interviewing my entire shortlist in the one day, which was two days after I had sent him the shortlist. - KNOW WHAT YOU WANT
Have a mental (or literal) list of three things that you want the candidate to have – skills, attributes, experience and so on. - HAVE A RATING SYSTEM
My client used the Real+ Human Rating System. We sat down together at the start of the day with the rating system and I explained why it would be the most valuable resource for him to refer back to at the end of the day. This rating system would naturally work out a first, second and third place candidate. Without a rating system, you will either get confused or you will meet someone you like and then compare everyone else to that person. - DON’T DISCUSS SALARY!
In fact, try to not even think about salary. Rate the candidate on their skills and attributes first and foremost. When you have the right person, the salary will work itself out. - HAVE AN OPEN MIND
If they’re perfect, but not perfect for that role, don’t rule them out! My client felt that one of the candidates he met would actually be much better suited to his sales team. Recognising the potential and talent in this person, we worked together to come up with a structure that would work in his business to allow for him to on-board this stellar candidate in addition to the original role. - UNDERSTAND THE MARKET AND WHAT YOUR BUSINESS’ AVERAGE INTERNAL CHURN IS
You understand and know your pipeline when it comes to listing, selling and renting, right? So why not understand what your HR pipeline is? By uncovering what the average staff turnaround is within your office, you will be able to devise a recruitment plan and, furthermore, a budget. This will allow you to make these decisions in the moment, without second-guessing yourself or your business. - MOVE QUICKLY!
Is there anything worse than deciding you want something and then realising you were too slow? In most cases, it is where there has been a lack of planning. Ensure all decision-makers can be present at first-stage interviews, and have your rating system in place so that you’re not left wondering whether you’re choosing the right person.
And there you have it!
