Health Check - Recruitment - Management

How well do you understand or can you describe to your peers?

This month we are talking about how to get the best people to do a specific job and then how you focus, motivate and develop them!

Simply look at each question and rank how well you could describe your understanding of what is required to a close friend or colleague at work.

The better you can describe what is required the higher the mark
1= No knowledge, 10= Couldn’t be better

Actions:
Simply put your score in , fill in your name and email address and one of More Than 1 Answers experienced analysts will contact you with what the results suggest. – It is worth completing the form fully to get the best analysis.

If you have any problems filling in the form either send me an email: mark@morethan1answer.co.uk Or give me a call on 01295 788064

Section 1 - The right person for a particular job role - can you describe 1. The ideal characteristics of the right person for the job 1 2 3 4 5 6 7 8 9 10 2. The life experience the ideal candidate for the job should posess 1 2 3 4 5 6 7 8 9 10 3. The work experience the ideal candidate for the job should posess 1 2 3 4 5 6 7 8 9 10 4. The formal qualifications the ideal candidate for the job should have 1 2 3 4 5 6 7 8 9 10 5. The background experience the ideal candidate for the job should have. 1 2 3 4 5 6 7 8 9 10 Section 2 - The Job itself - can you describe 1. Where the job needs to be carried out - The context of the job 1 2 3 4 5 6 7 8 9 10 2. On what tasks should the candidate spend what proportion of their time 1 2 3 4 5 6 7 8 9 10 3. What your key responsibilities are, the important end results expected to be achieved 1 2 3 4 5 6 7 8 9 10 4. The Job Content, the specific demands of the job 1 2 3 4 5 6 7 8 9 10 5. What specifically will the job holder have authority to decide to delegate or recommend 1 2 3 4 5 6 7 8 9 10 Section 3 - A clear view of success - can you describe 1. What behaviour will be evident when the job holder is doing a good job 1 2 3 4 5 6 7 8 9 10 2. What will be the achievements when the job holder is successful 1 2 3 4 5 6 7 8 9 10 3. How success will be measured 1 2 3 4 5 6 7 8 9 10 4. Who will know when the job holder is doing a good job 1 2 3 4 5 6 7 8 9 10 5. How the job holders linemanager will know when the jobholder is successful 1 2 3 4 5 6 7 8 9 10 Section 4 - Control - can you describe 1. How the success criteria will be collected and reported 1 2 3 4 5 6 7 8 9 10 2. How the jobholder will be managed 1 2 3 4 5 6 7 8 9 10 3. How the job holder will be reviewed by his/her linemanager 1 2 3 4 5 6 7 8 9 10 4. How progress will be measured 1 2 3 4 5 6 7 8 9 10 5. How specific shortfalls in performance will be rectified 1 2 3 4 5 6 7 8 9 10 Section 5 - Feedback - can you describe 1. How the review process will be recorded 1 2 3 4 5 6 7 8 9 10 2. Who will record the review process 1 2 3 4 5 6 7 8 9 10 3. How remedial action will be agreed 1 2 3 4 5 6 7 8 9 10 4. How remedial action will be monitored 1 2 3 4 5 6 7 8 9 10 5. Who is responsible for further training and development of the jobholder 1 2 3 4 5 6 7 8 9 10 Your name   Your email address

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