You’ve decided to you need extra staff and you’re now ready to recruit. You want to get your advertisement sorted and out there for the world to see, so you can hire someone as soon as possible… so your next step is to advertise, right?
Before you go rushing to announce your latest vacant position, there’s one more thing you need to do to make life easier for you and potential/future employees… you need to ensure you set SMART objectives before you advertise.
Make it SMART!
If you haven’t already heard of SMART, it stands for Specific, Measurable, Achievable, Realistic and Timely. It’s about having a plan and getting crystal clear on the role you’re looking to fill before you advertise. This will enable you to get a clear idea of what you expect from the person taking on that position… and it will make things so much easier for you, prior to and after recruiting.
To set a SMART objective, you need to ask yourself questions such as:
- What tasks need completing?
- Who will be fulfilling this task – and is it relevant to their role and position?
- Is it measurable – how will we know when it’s completed?
- What strategies will be used?
- Do I have the right resources in place?
- What is the desired outcome?
- Can it be completed in the timeframe I’m setting?
- When does it need to be completed by – and is this a realistic timeframe?
Make shortlisting easier
By setting SMART objectives prior to shortlisting, you will know what skills you are looking for, as well as what you will be expecting that person to do, once in that role. This will make shortlisting so much easier for you, as you can easily compare CV’s against your list of objectives.
The role will be easier to sell
If you already know exactly what you want the role to entail, it will make it so much easier (and clearer) for you to convey that information to potential employees… and they will also be able to make a better call on whether they are a suitable fit.
Once you’ve filled your position, it will make it easier for you to ensure that your new employee is achieving, or exceeding, expectations – as you can refer back to those original objectives used to recruit them.
Your SMART objectives give you something to measure the new employee against. When it comes to their review, both you and your employee will know exactly what is going to be assessed and measured.
Finally, SMART objectives actually lead to a happy team environment. If an employee understands exactly what is required of them, they can manage their time and see how they can successfully fulfil their role requirements, giving them the motivation and clarity to achieve.
Do you currently use SMART objectives in your recruitment process? What SMART tips would you share with others looking to recruit staff? If you’re just looking into recruiting your first team member, what was the best tip you’ve learnt from today’s post? Don’t be shy! Come and share your thoughts and tips in the comments box below.
Images courtesy of Stuart Miles/FreeDigitalPhotos.netShare