Floating in the Sea of Recruitment- The 7 C’s:
Allan Hill, in his article in Forbes Magazine, states:
“Over the course of my career, I’ve hired hundreds of people. Some were exceptional employees who were major contributors to our success. Others didn’t work out. In most cases, when an employee left or was terminated, I was the problem. Those dismissed were good people. I just did not know how to properly hire new employees.”
This is a very enlightened statement. How many HR practitioners would take this position of personal accountability?
It’s easy to find blame with someone or something else in any hiring process. HR Practitioners can always blame the hiring system, the candidate, or the external available pool of candidates. Our challenge is to take accountability for the processes that we create, monitor, and implement.
Allan Hill’s article can help you by using the s 7 C’s of hiring.
Take a few moments to review the article and the 7 C’s. As you think about recruitment; what process you would use to evaluate the 7Cs: resume screening, testing, interview, role play, case studies, and environmental scans?
How will I evaluate or measure?
In order to make the recruitment process valid, reliable, and ultimately successful it takes insight, processes, and rigour on the part of the HR Practitioner. Is it time for you to raise your professional game?
- Pick 3 of the 7C’s of hiring, how would you suggest these get incorporated into the recruitment process?
- How can building a comprehensive recruitment and selection process help to bring accountability to hiring new employees?