There are so many critical personnel issues facing those responsible for manpower in businesses and organizations in today’s world of work.  Candidate RECRUITMENT is often part of every consulting session I take part in no matter the private or public sector employer raising the issue.  Understandably the majority of my ideas and recommendations are customized for every group.  However, I have to report that no matter the entity…no matter the size of the company and no matter the service or product they supply, the initial question I raise regarding RECRUITMENT of workers is: “How old is your stuff?”

Specifically, how old are your job postings, the job descriptions, the media your use to get the word out, the recruitment methods used by your competition and finally is the position you are recruiting for really the specific area your organization needs help in?  Too often companies or agencies practice RECRUITMENT BY CONVENIENCE!  Instead of doing appropriate employee skill need research…those responsible follow traditional RECRUITMENT and hiring practices (i.e. the most convenience option). The end result is that the person hired may be great…but the job expectations may be much different than what was advertised and discussed thereby creating early two-way confusion and the potential loss of a good person.

Today more than ever before every organization should avoid RECRUITMENT BY CONVENIENCE.  Everything…YES EVERYTHING has evolved, modernized, gone high tech and become more job task specialized.  Therefore, I recommend that before even launching a personnel RECRUITMENT campaign, conduct an employee skill need analysis with the future in mind.  It will be more than worth your time.