Far too many position descriptions are complicating the recruitment process, rather than helping recruiters to recruit the right person. Good recruitment always starts by having a crystal clear understanding of what the role is (and not is). This is also fundamental for any advertisement, as role clarity is the key for finding the right person.



As I indicated in a previous blog, having a well-written role competency profile is critical - not a flowery or generic description of tasks… Continue

Science has overtaken recruitment, which is not necessarily a bad thing, as most people still rely heavily on interviews as the key process for appointing applicants into a vacant role.



However, the process is fundamentally flawed as it is NOT about appointing the best person. From start to finish the process is designed to eliminate the unsuitable applicants until finally, like Survivor, there is only one successful person, to take the ultimate prize.



Why would you not… Continue

“What do you mean there is only one person on the shortlist?” Bob exclaimed as I discussed with him the recruitment process for the Environmental Engineer. Despite the tight labor market and war for talent, managers still expect and demand to see between three and five applicants on the shortlist.



One of the flaws in recruitment is that most managers tend to recruit on the basis of finding the best person for the role. Taking this flawed approach to the next level, they will… Continue