The Manager's Toolkit

The opportunity to recruit a new member of your team requires investment of time to find the right candidate. Before you start, you (and your leader) need to be aligned on profile you are looking for within the role. This is your chance to review the Job Description in the context of any other recent changes to the team or workload. How can you ensure that the right candidates are attracted to the role and then subsequently apply for the position? A pool of strong candidates to choose from will put you in a far better position to succeed than weaker or under- skilled candidates.

Think about how you may discover if the candidate is likely to fit well with the rest of the team and the culture of the organisation. Consider how you phrase your interview questions to get to the core of the candidate’s abilities: asking them to give

Remember to have an unbiased view of candidates - age, race,

Spend time on reviewing the Job Description ensuring you are happy with the skills, experience and

Take the time to review the job applications received against your requirements in the Job Description. This will assist you in shortlisting a higher calibre of candidates for the role. Set a standard of what you are looking for and stick to it throughout. gender, ethnicity, religion or sexual orientation should not determine if a candidate is successful in securing the role. In fact, diversity studies show that diverse teams always outperform non- diverse ones.

examples or setting a presentation topic, for example.

behaviours essential & desirable for the role.

Consulting with your manager, team and HR will assist you to get this right.

Partner with HR to assist you in the process. They’ve done this before, and can give you expertise, advice, support and guidance throughout. Make sure you are also keeping your stakeholders informed as the process progresses.

Listen to your team and seek feedback - they are in a great place to assist you to determine what attributes your team needs. Think about your teams strengths and gaps - this can help you determine where a new team member could add the greatest value.