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...have costly implications if the appropriate people are not identified, both in terms of the performance of the organisation and high labour turnover. To minimise these problems, a planned approach to recruitment allows a systematic review of the organisation's employment needs and the way to achieve them.

Definition

The first half of the recruitment process, before conducting interviews, is concerned with verifying that you have a vacancy, identifying the sort of person you are looking for and in what capacity, finding them and making a short-list.

Advantages of planned recruitment

It:

* allows you to ensure that you really have a post to fill

* offers you the opportunity to re-evaluate the existing position to see if a different type of job specification is needed

* lets you decide on what basis you wish to employ somebody

* ensures that you consider all possible avenues for finding the person.

Disadvantages

* Time consuming.

* May lead to delays in making an appointment.

Action checklist

1. Decide if you have a vacancy

Review whether you have a need for the work to be carried out at all or whether it can be incorporated into somebody else's job. If you have a vacancy assess whether you need a full-time, permanent member of...

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More articles from Chartered Management Institute: Checklists: Human Resources, Training and Development
Setting up a grievance procedure.(Checklist 054), October 01, 2005
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