Hiring: what you need to know
Sarah Wheatley
Resourcing Manager
“A critical business function
which is short on rigour”
“Your top hires
(5%) produce x4
as much good
stuff”
“24 billion a year is spent
managing poor performance
nationally”
Your
employees
are your
No. 1 asset
“It costs
between 4
and 15 times
a persons
salary to hire
the wrong
person”
Attraction
Selection &
Assessment
Induction &
Training
Attraction
Write the job description (legal benchmark)
Develop a ‘realistic’ person specification
Benchmark– who are you up against/salary?
Describe your dream candidate
Write an engaging advert text
Advertise your vacancy on job boards,
networking sites and via social media
 Don’t give up – send it to everyone
you know and ask them to share!
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Sell
Sell
Sell!
Selection &
Assessment
 Measure applications against the JD
 Design a varied assessment process which will
enable you to measure key behaviours
 Ask competency-based interview questions
 Help the candidate to use the STAR model
when answering questions and probe to help
 Take notes on the candidates behaviour and
avoid assumptions and discrimination
 Keep notes for a year and then destroy
(Data Protection Act, 1984)
 Provide feedback to all candidates –
look after your brand!
Jelly
& box
model
Induction
& Training
 Create an onboarding checklist to ensure you
capture all the employee data you need
 Create a day 1 induction check list
 Develop a tailored induction plan
 Develop SMART objectives
 Arrange regular reviews
 Provide development opportunities
 Record employee absences, accidents,
grievances and disciplinary action
 Store employee data securely
Stretch
& grow
The biggest predictor of success in
role is a person’s motivation and
behaviour.
It’s ok to specify that the candidate
must have a degree.
“Talk me through a recent
project that you have played a
major part in”.
“Describe a situation where you had to
voice your disagreement about an intended
business plan. Why did you do it that way,
how did it made you feel and what you
have learnt from it?
True
or
False
Appointing someone on the basis of
CV and standard interview alone
provides accuracy prediction of future
success in the role of 25%.
A person specification is the criteria
against which you can legally reject
someone for a position.