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Greetings!
Here are 10 Simple Rules that will make you a hero when it comes to hiring for your municipality!
1. Time is a deal killer. Time is your enemy, if you put off making your hiring decision. Hiring managers in towns and cities need to make their offer while the candidate is hot. From the time a candidate first hears about the position 'til she actually gets a first second or third interview is critical. Whatever you do, don't let this slip. Statistics indicate that a candidate's interest in a position can drop as much as 10% per day while she waits to hear from you.
2. Vacant jobs are costly. Jobs left vacant are both high impact and high cost. For many communities, it is not uncommon for a high level position to be left vacant for 3 months or even longer. What do you think the cost is to a community when, for example, a Director of Planning position is left open for a long time? The true costs of job vacancies are staggering on a number of levels, beginning with something as simple as the loss of idea generation when you don't have someone dedicated to thinking about the municipality's future growth. Then there is the resultant low morale in the department, not to mention the extra work for management and, of course, the loss of competitive advantage. Do you really know the cost of a vacant position in your municipality?
3. The perfect candidate is out there. More than one third of Canada's towns and cities are unclear about what they are looking for in a candidate before they begin their search. If you are going to find the right person for the job, you had better know who and what you are looking for. Ask yourself what are the key competencies needed ... what skills? ... what attitudes? ... what behaviours? Creating a proper job description is essential if you want to avoid making mistakes. This is why we offer our clients a tool for building a job description.
4. Yesterday's Solution May Not Work Today. What worked before does not guarantee it will work today. We live in ever changing times, and the job market is fluid. In order to keep up, towns and cities need to be creative and flexible in the way they attract new talent. You need to be open to the idea of using a mix of hiring methods. If you are not using everything the 21st century has to offer, you may be falling behind. Check out the methods practiced by some of the savvy municipalities and their hiring managers - then compare what they do with your process.
5. Top performers are less likely to do it. The best candidates would never post their resumes or to send them in response to your ad. The vast majority of those who post or send their resumes are unemployed. I am sure you would agree that the most desirable candidates are happily working somewhere and are a lot less likely to be thinking about a job change. The best way to source these people is to have a good recruiter contact them.We know a good one if you need a referral! Some passive candidates can be found by networking at municipal associations or through online networks like Linkedin and Facebook
6. It's in your job description. Bringing top talent to your city is part of your job. Talent management is why you are where you are. It is no longer a job you can just hand-off to your HR department and forget about. In order to win the talent war you need to be armed with the latest training, the best technology and the most up to date sources.
7. There Is dead wood in every municipality. It is time to get rid of the dead wood. Cut loose those people who are poor performers, those mediocre workers who are dragging you and your department down. Remember what your mother told you about one bad apple spoiling the barrel. It's time to bring in some star players. Being decisive will yield a high and immediate return on your investment.
8. Testing - It can be a useful tool. Before you start looking for people find out which test will get you the information you need to know. Testing candidates has become a very acceptable practice. Testing will help determine the strengths and weaknesses of a candidate right from the start. Our clients find our ASK™ Selection Tools useful when screening potential candidates. Screening tests will give you information to be used throughout the interview process.
9. What's your municplaity's image? Just remember while you are looking at a candidate he is looking at you and your city. It is paramount that you create a favourable impression. A wrong perception could cost you a the services of top talent. What is it that sets your town or city apart? Work on your image then spread the word...become an employer of choice!
10. In the end your instincts are usually correct. You've invested a lot of time, effort and town resources to bring a candidate to the brink of hiring. You have worked hard to become a good manager. Now is not the time to pull back or slow down the process. If you've thought through our first 9 recommendations and put the best ones to work for you then be a good decision maker, and go with your instinct. It's usually correct.
Contact Ravenhill Group today. We will help you find the very best person for the job. |
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We Are Looking For 
CAO
Director of Public Works
Director of HR
Manager Finance
Director of Planning
Director of Engineering
CBO
Senior Engineer- roads |
