The first step to filling your available position is to write a detailed job specification or job spec, for short. The job spec is essentially a description of the vacant position and the type of person you’d like to fill it.

It contains information about the job including the department and title, salary range, job description, responsibilities including day-to-day duties, description of the typical working day or week and level of contact with other staff members and senior management. 

The job spec also contains the desirable qualities you’d like in the candidate including their technical, organisational or communication skills, qualifications, level of experience and suitable personality and character traits.

For ease, use our job spec template below. On the basis of the job spec, your dedicated consultant will source suitable candidates.

Based on the job spec, your dedicated consultant will match the job requirements to suitable candidates and then forward onto you (with their permission) their resumes. 

A resume is a snapshot of a candidate and provides you with the pertinent information to move forward to an interview.When analysing a resume, we advise that you ask yourself the following questions in regards to each section.

Qualifications and Education

• Do they have the appropriate level of education and qualifications for the job? 
• Do they have further education that enhances their knowledge base? 
• Are their grades within the qualifications acceptable? 

Employment History

• How long was their duration with each company? 
• What kind of structures have they worked in? 
• What kind of client base experience do they have and is this of use to you? 
• Do they have any outstanding achievements that are applicable to your organisation? 
• What responsibilities did they have in previous positions and is it similar to what the responsibilities that you would give them? 
• What kind of skill set do they possess and would this benefit you? 
• Are there any time gaps and can these be accounted for? 
• Do they have experience from the bottom of an organisation upwards and is this relevant? 
• Do they have a number of past positions listed and can this be reasonably justified? 
• Are they a team player? 
• Do they have management experience or potential? 

Hobbies and Interests

• What hobbies and interests do they have? 
• What personal characteristics do these infer? 
• Do their hobbies indicate team players or does it suggest they work well on their own? 

After answering these questions, contact your consultant to discuss the candidates and to arrange interviews.

You’ve selected a range of candidates to formally interview; one of whom will hopefully join your team. The trick is working out which is the most suitable by maximising the opportunity the interview provides.

There are a number of methods of interviewing, including behavioural event interviewing, which examines previous history assuming that past behaviours will indicate future tendencies and criteria based interviewing, which involves structured questioning. At Lloyd Harrington we use a mixture of both and recommend you tailor your interview to suit your needs.

When preparing the interview, we recommend setting an agenda so that you clearly identify what outcomes you’d like to achieve. Prepare specific questions including open ended, probing, closed and hypothetical. Also be prepared for questions the candidate might have you about the role, salary, career progression, organisational structure and the future of the company. 

Just prior to the interview, review the candidate’s resume in order to ask them specific questions about their strengths and weaknesses, long term plans and previous work experience.  Be aware that the interview is a two-way process and candidates assess their suitability for the position at the interview also. 

Take notes during the interview so that you don’t overlook or forget anything important that may influence your decision when considering all the candidates. Conclude the interview by explaining your subsequent actions and time frame. 

Once you’ve met with all the candidates, give your consultant a call to discuss your initial impressions.

You’ve now met with all the potential candidates. It’s time to collect your thoughts and either select an outright candidate to offer them the job or make a short-list to recall for a second interview.

We recommend that you take notes of all your thoughts. Prepare a course of action and the time frame.

If you’ve found the perfect candidate, don’t delay. Write a letter of offer immediately. Good candidates are not on the market for long and will be quickly placed. Procrastination may mean you have to go through the entire search process again and may not be successful in finding another perfect fit. 

Quality candidates may be enticed to remain with their current company. So be prepared for a counter offer.

If you have any questions, don’t hesitate to contact your dedicated Lloyd Harrington account manager. We are here to help you make the recruitment process seamless.