As a line manager, it is your responsibility to recruit the right person for the job. By understanding your role and responsibilities in the recruitment and selection process, you can reduce and, in most cases, eliminate the risk of poor hiring decisions. This is good for your effectiveness as a manager, good for your team and organisation, and good for those you hire.
Why does getting it right matter?
It matters because poor recruitment costs time, money and effort – for you and all involved. The costs can be direct (for example, advertising, remuneration) or indirect (for example, performance problems, lower team morale, reduced productivity). Combined, they can add up to 2.5 times the salary of the role.
Poor recruitment takes many forms. If you place an ad that describes a job inaccurately, hire a person who can’t handle future work demands, or is not a team player, that’s poor recruitment. In addition to creating costly problems, situations like this can linger long after the initial appointment is made, causing stress for you and your team.
A robust, well-considered recruitment process means that you’re better able to select the best person for a role.
What is this document?
This document is a guide for line managers who are responsible for recruiting. It complements the VPSC’s Best Practice Recruitment and Selection Toolkit.