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Recruitment – Candidate Suitability

Notes for employers…

How can you ensure a good line up between your needs and the skills and attributes of the preferred candidate for the role that you have available in your organisation? This is a question that we are asked often and here are a few insights.

There are numerous personality and related tests out there but really it comes down to a line up of orientations. There are possibly two main aspects that you need to give credence to and plan for.

Firstly, look at job design and related specification. What are the main aspects of the role and what do you want delivered as a priority? Will this need some-one with a goal driven focus or more of a social bent, for instance? What about people with a power orientation… is there a lot of delegation to be done, because power oriented people tend to be good at that.

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Filed under: Management Services

Performance Management

Matt Parry - RMC Consultant

Matt Parry

Performance management when well executed can be a great tool for optimising your workforce. However, in a few organisations one can observe areas where systems failed to work very well or where a new method of implementation simply didn’t catch on. So what are the pitfalls and how to avoid them?

Some organisations still use paper systems, whereas others are beginning to take on new software based models. Whether you are a smaller organisation starting out on a paper based model or have budget to invest in a new software system, the following pointers may still be of use:
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Filed under: Management Services, Management Training

Hiring On What Level?

Matt Parry - RMC Consultant

Matt Parry

Experience versus Education

When taking on new staff a hiring manager may be faced with an age old challenge; does experience have preference over education or does the educational level carry more weight?

Both experience and education have significant value when it comes to recruitment. The scoring sheet for candidates should have an area to score for each. Yet suppose the panel is left with two candidates who are both very strong contenders but one is experienced though lacks relevant qualifications and the other has recent qualifications but is a newcomer to the field; which way should the panel lean?

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Filed under: Management Services

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Jeanette Richardson - Managing Director

Jeanette Richardson - Managing Director