We Do Group reposted this
This Political Race is Recruitment 101 A successful recruitment process is always defined by the quality of the shortlist – fact. I enjoyed writing this! 1️⃣ The Front Runner: Keir Starmer. When this CV lands in your inbox, it's a great feeling. It's that CV that makes you quickly call over a colleague to have a look... This is the candidate who ticks more boxes than not. They possess the right levels of experience, sector knowledge, and a clear motivation for the role. It’s likely a great next step for them. However, can they articulate all of this in the right way? Can they convey that they bring more to the role than someone internally already doing the job? They are usually defined as a 'Golden Bullet' - are your eggs really in one basket? 2️⃣ The Internal Candidate: Rishi Sunak. The recruiter’s nightmare. This individual is already in the role or the company. They know how things work; they’ve been assessed, built relationships, and you'd think they’d be tough to beat; But have they impressed enough in their current job to keep it or earn that promotion? Where are their skill gaps and can the external benchmark bring more to the party? Is this benchmarking process a formality, or are there serious questions about their ongoing ability? The internal candidate is a double-edged sword: if they don’t get the job, they usually leave the business. However, if they’ve done well, external candidates need to be exceptional to displace them. 3️⃣ The Shortlist Filler: Nigel Farage. Is this person really needed? Some may argue they aren’t. The recruiter already knows they likely won’t get the job, so is it unfair to include them and a waste of time for the interviewer? On the other hand, you never know, and it's great interview practice for them. Shortlist fillers can act as useful benchmarks, showcasing how strong the other candidates are by comparison. Their presence can highlight the strengths and weaknesses of the frontrunners and the internal options. While their chances might seem slim, they still can serve a purpose in the overall process. And yes it's happened... The 'they will never get the job candidate', can at times end up getting the job! ➡ Conclusion Just because you have three options doesn’t mean you need to hire one. It can be human nature to make a decision when presented with a choice. (Which one...) Occasionally, the best decision is to say no, go back to square one, and find someone exceptional. If there is any doubt that is! If there is a front runner, be positive, be decisive, and hire quickly. Treat the internal applicant as part of the process, try to be independent, and focus on hiring the best person. The quality of the shortlist defines the success of any recruitment process.
When you think about it, it's just a very public, drawn-out recruitment process, with 66million interviewers. I wonder what they fee % is?
Haha! Great post Patrick McCubbin! Very topical. We must get you on Question Time!
Oh dear ... what if none of the candidates are suitable ... 🤔😟🤣
'No, go back to square one'. (Chants the majority of the UK electorate...)
How would our HR experts handle performance management and gross misconduct issues for these 3?
This is very good 👋👋👋👋
Cracking post - made me giggle. Bravo!
Over 30 years of experience as CFO/Finance Director of SME's and corporates. Expert in fundraising, Business Partnering and transforming finance departments to become value add for the business.
2moI’d like to see some more viable alternatives please. We Do Group can you make it happen I know you’re miracle workers. Don’t tell me the impossible takes a little longer! Think it’s the same with our cousins across the pond. Bigger pool a couple of very “experienced” candidates. Not exactly sure their experience is relevant to saving the world though.