Recruitment
Getting recruitment right is imperative. Induction, training, coaching & development are all a complete waste of time if you haven't recruited the right person the first time.
The Belbin model is very useful when recruiting. It is based on the principles of eligibility & sutability. Eligibility is important but suitability is vital. Definitions are as follows:
Eligibility is the "entry" criteria and includes:
- Qualifications
- Relevant experience
- Acceptability at interview
- References
Suitability is the "performance" criteria and includes:
- Aptitude
- Versatility
- Culture fit with the organisation
- Role fit with those adjacent to the job
When these eligibility & suitability are combined in different ways put it creates food for thought:
Not Eligible and Not Suitable = Total Misfit: These people are poor recruitment decisions. They are likely to leave quickly but recruitnent processes need to be reviewed. A great deal of time & money will have been wasted on these appointments to no business benefit.
Eligible but not Suitable = Poor Fit: These people are on paper good applicants for the job. However, because they are not a good fit with the culture they cause problems. Whilst you know they can do the job they just do not fit in. In some cases they leave but in others they stay but cause problems for people around them
Suitable but not Eligible = Surprise Fit: These people can sometimes be missed at CV stage because they do not necessarily have the right qualifications & experience. This can also include internal applicants. However, with some broad minded thinking & great training programmes these people can become successful and also tend to stay longer because they are a great cultural fit.
Eligible and Suitable = Ideal Fit: These people are on paper the best applicants for the job. They will do well. The only risk with these people is that they do not stay long. However, these people can be retained by moving them into "Surprise Fit" roles through internal development moves or promotions.
