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It obviously outlines the key criteria that are to be met by any individual under consideration, with use of “essential” and “preferred” competencies to classify their suitability against the core competencies.  However, when an organisation has decided to make use of external organisations, such as Recruitment or Search and Selection businesses to assist with their recruitment campaigns, the job description’s functionality quickly becomes more superficial.

One of the most important elements to factor into any recruitment assignment is that of cultural fit.

One of the most important elements to factor into any recruitment assignment is that of cultural fit.  Furthermore, unless an organisation has worked with one recruitment partner repetitively over time the fundamental understanding of the cultural profile of the business cannot possibly be there – and it cannot be accurately portrayed through a two dimensional job specification. 

For example, if an organisation is looking to appoint a senior individual whose remit will be to lead a significant cultural change you have a requirement then to understand the type of individuals who will be led through the transition.  There are many successful change agents in industry currently, but their capabilities will not always be transferable into every business ‘cultural profile.  Purely working to a job description requirement of “Change Management experience essential” will de-value the process.  This is not to say that the assignment will not have a successful outcome because it still should do.  What will be lacking throughout is a total quality focus that minimises wasteful activities for both the recruiting client and the chosen recruitment partner.

Dudley Child Executive Recruitment Ltd recognises the benefits of an all encompassing approach that takes a snapshot of the client business as it is today, where it was yesterday and where it wants to go tomorrow.  From that snapshot, you have to get detail.  We also recognise that organisational aims and objectives are typically met (assuming that the model is realistic) when the right skill sets and competencies are placed in the business in the right functions and at the right level. 

The most important element to achieve following a recruitment assignment is the successful integration of that person into the existing structure.  Getting this right is based on fully understanding the organisation’s cultural expectations from the outset.

To contact one of our dedicated consultants at Dudley Child, please call us on 0113 246 8882 or by email info@dudleychild.co.uk