A company's need to recruit often results from an unexpected resignation and it can produce a knee jerk reaction to what to do next!
Now is NOT a time for panic, even if the resignation comes from an outstanding employee whose loss is going to have a negative effect on your business.
No matter how urgent your need to recruit someone, you must ensure you embark on a robust and very well thought through process. Doing this will ensure you appoint the right person for your business, will benefit from their behaviours, capability, experience and most importantly won't have to re-run the process following a failed appointment.
A great colleague is a precious commodity. All company owners and executives should agree. It’s almost impossible to find staff to perfectly and promptly meet expectations in terms of ability, motivation, attitude and culture. This is why compromises are frequently made in selection. The question is whether this is done consciously and do we really know what we give up on when saying ‘yes’ to a candidate. A sound recruitment process doesn’t always guarantee the perfect employee, but rather the potential for your candidate to develop into the ideal person for the job within a short space of time. We must also assess their motivation and willingness to learn, since progress is impossible without these. Don’t play blind if, with a little care, attention and the right tools, you can make the right choice.