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What is a good way to recruit a person?

13 replies

KatyMac · 15/04/2009 21:56

I've done it before

I've made fabulous choices & made absolute disasters - when I go with instinct I have a higher success rate but I have a job description and a person specification, I make a list of questions & ask everyone the same but can get sidetracked

But I'm inconsistent

Are there any tips or hints?

BTW it is a 16 hours a week probably minimum wage job

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KatyMac · 16/04/2009 18:49

Bump

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aiden · 16/04/2009 22:09

Hi,

what kind of job are you recruiting for? I am currently searching for a p/t role.

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KatyMac · 17/04/2009 08:08

Thanks Aiden - but you are a bit far way

Very few people on MN are in rural Norfolk

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blueshoes · 17/04/2009 08:40

Katy, I don't have much recruitment experience, except of aupairs!

So bumping for you.

Are you asking about interview techniques or where to advertise for your candidates?

How skilled, unskilled is the job and yes, what is it?

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KatyMac · 17/04/2009 09:28

Childcare assistant hopefully moving to childminder if they fit

Interview advise & choosing who to interview - I get lots of applicants whenever I advertise

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KatyMac · 17/04/2009 09:32

They need to be fairly literate with good handwriting, bright, patient and caring

They need to "Not smoke"

They can be young or old, I don't mind someone with a health problem (as I have one)

They need to be sensible, able to follow rules (legislative stuff) & they need to like children

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higgle · 17/04/2009 15:45

Although it sounds a bit formal if you prepare a list of all the personal attributes you would like your employee to have and a list of all the technical or practical skills they require so that you have a person spec and a job spec you can then grade your applicants on how closely thieir personalities and qualifications match your ideal - but you must be sure to follow your head and not your heart. I've been recruiting for 2 years now and it has taken me a long time to learn not to take on people I feel sorry for or who have an endearing manner. Sticking to the facts works best - and be very wary of anyone who has changed jobs a lot, they have a tendancy not to stay long.

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KatyMac · 17/04/2009 23:07

I do have the job description & the person spec

My issue is that sometimes (more often than not) my instinct is more successful that my head

I hate this bit of the job

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nancy75 · 17/04/2009 23:13

i have recruited lots of people over the years and have found its always best to go with instinct. i have employed people that i just felt good about but that didnt meet all of the criteria and they have been great. on a couple of occasions i have employed people that have been great on paper and in interview, had it all apart from that feels right thing and on both occasions it ended badly. go with your instincts.

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gigglewitch · 17/04/2009 23:14

hi again Katy

I get a colleague to sit in too - hopefully my deputy but mainly someone who knows what the job involves and who isn't frightened to give you their opinion even if it's different from yours. It is difficult to be consistent in interviews - for the obvious reason that people all have different skills and qualities and it is very difficult to judge them against 'data' when it's personalities which are the important bit.

I have got it right 99% of the time for our setting - but having said that there is a huge gut-instinct and ten years of interviewing lots of people to inform me - not helpful sorry... Go with who you think will fit in best and make sure that they are able to pull their weight, write reports well and handle change/development in their role.
Another [perhaps crazy] thing that we do is get it down to a first and second choice, and invite them (separately) to spend a morning with us - to the first choice you say that it is a condition of the offer of the post. you soon figure out who will fit in

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KatyMac · 17/04/2009 23:32

We do the trial sessions - they work well

I guess lot of people feel insecure when recruiting

It is hard - when I listen to my other staff I unfailing make mistakes - I stop listening to my instincts

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blueshoes · 18/04/2009 09:52

Katy, I don't know if this is relevant as I only recruit aupairs. But I too have to sift through lots of applicants without even the benefit of an interview, beyond a phone call. So far, I have generally been satisfied with my aupairs, despite a hit-and-miss recruitment process.

I rely a lot on references, preferably in a very similar previous role. Call them up (be alert to false references by cross-checking personal details over phone) - references are a very good barometer for personal qualities and to get a feel for a candidate. Sometimes, it is as much what is unsaid as what is said. But be as direct and specific as you want to find out what you need.

Little things, like whether their CV is rife with typos or neat and well-presented. How punctual they are for the interview, how quickly they respond to your emails/calls and how they address your queries. If you ask for references, how quickly can they get the details for you.

Shows keenness, organisation and thoughtfulness.

That allows you to sift through for a shortlist to interview.

Then at the interview, I don't have many tips because I don't really have the luxury of face-to-face interviews for aupairs, go with your instincts, amongst other things.

I like the trial session. One tip for interviewing nannies is to leave the candidate alone with the children (I hope that is allowed, with other carers present) and go out for a short while on an excuse eg answer a phone. When you come back, see whether the candidate has taken that chance to interact with the children. Someone who is keen on children should. Which is more than half the battle won.

Good luck!

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KatyMac · 18/04/2009 21:40

So seeing them interact & instinct aren't the worst thing in the world to base a decision on

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