Recruitment is an essential function of any business as it directly affects the quality and capability of the workforce. In today’s competitive business world, companies are all seeking to attract (and retain) the top talent to remain successful.
There are many factors that contribute to effective recruitment, but we think the three C’s of recruitment stand out as the most critical elements of the process.
So, what are the three C’s?
Competence, Culture & Communication.
As one would assume, this refers to a candidate’s ability to be able to perform the job they are applying for. Many organisations choose flair and personality over these criteria, thinking that skills can be taught on the job, and whilst this may be true for some, realistically an individual’s skills, knowledge and experience should really be factored in over charisma and personality.
Assessing a candidate’s competence is vital to ensure they can meet the job’s demands and contribute to the organisation’s goals. You can assess competence via various methods, including reviewing CV’s, conducting technical interviews, with job focussed and skill focussed questions or ask the candidate to undertake a task or written or verbal assessments.
The second C. Culture is a real buzz word in today’s recruitment world, and there is far more onus on it than ever before. In the days of social media and employer branding, company culture is forcibly used to promote the working environment of organisations.
Culture refers to an organisation’s values, beliefs, visions, and practices and how employers go about their day-to-day working life. It is essential to hire candidates who align with the company’s culture, as this in turn promotes a positive working environment and improves employee engagement and retention.
Company culture can include communication style, work ethic, teamwork, working environment and/or management style. If you successfully recruit someone that fits within your culture, you will maintain a productive and cohesive workforce. This does not mean however you want a team of employers who are all a ‘cut out template’ of each other. Diversity and differences bring a lot to a business, so don’t stray away from people that can ‘add’ to your current culture but ensure there are certainly some strong alignments.
You know your own culture and the best personality types that would be an easy addition, yet it is hard in an interview to grasp this. Consider the type of questions you will ask to suitably explore the candidate’s personality. Ask them a combination of behavioural questions, observing their communication style. Ask them to talk about previous roles, what they felt their last company culture was like, how they think company morale could be increased, what their ideal Manager would be like and perhaps ask for some examples of how previously they have worked successfully in a team. Hypothetical questions are also great here as you can witness how they answer, (and think) and can easily establish if they would be a suitable fit. Do they have the right chemistry!!, (Another C!).
Effective communication is crucial in every aspect of recruitment, from job posting to candidate interviews. Employers should always ensure that the job requirements and expectation are clearly communicated to potential candidates. This helps to set clear and realistic expectations and avoid misunderstandings further along the road. Additionally, timely communication throughout the recruitment process helps to build a positive employer brand and increase candidate engagement.
The recruitment process can be a challenging process for both the recruitment manager and candidates. The recruiter wants to find the right person for the role, asking the right questions; and candidates of course feel some pressure and anxiety hoping they are the right person for the role. And whilst there is no exact science to recruitment, (and mistakes will be made), simplifying the process down to the 3 C’s could help add clarity to the process and ensure you are consistently recruiting a high-performing and engaged workforce.