There’s a care required in choosing the right people; this is as an important investment that any organisation can make.

It’s easy to fill a position, but much more difficult to get the right person doing the right job.

If we were buying a new car, we sure would want to know what it could do in some detail. We’d compare its data with others. We’d probably draw up a checklist of things that we wanted from it based upon our own particular needs and expectations. We’d certainly want to test it ourselves to see if it really did what the glossy brochure said it could do. Alongside all that hard data, we’d also get a ‘feel’ for the car, that sense of ‘could we get along with it’ day after day, did we feel ‘comfortable’ in it, were we instantly at ease and could imagine that we’d be delighted, if not excited every time we drove it.

Hmmm….get the drift? Well when we recruit someone, our financial commitment is considerably more than a car. Not only that, we’re probably going to end up spending more time with our new colleague than we are sat in our 4 wheeled friend. Sometimes our own performance will be directly affected by the people we recruit, so we rely on those people heavily, probably more heavily than we rely on our car.

So, we better be sure that we’re using every skill, technique and resource available to us to make sure that our decision is right first time and every time