In the first part of this article we had a look at ascertaining whether we really did need to hire staff or not, as well as how to ensure that we were hiring them for a specific purpose. This week we will look at the next steps to take.

Ok, so now you have set up the job spec and posted the information where -ever you can think of on the web, at your local supermarkets - just generally all over. Suddenly, it’s as if the flood gates have opened and you are flooded with e-mails and CV’s. Everyone is looking for a job; whether they are actually qualified to do it or not is something else altogether. You will be able to tell at first glance (and I mean glance – don’t do more than that at this stage) who may be - and I stress MAY be - suitable and who definitely isn’t. 

Here’s a true story:

I was looking for a financial administrator for one of my clients. The job spec was really very clear, to the point that we stipulated that the applicant should be a qualified CA (chartered accountant) with a minimum of 5 years working experience in a financial environment. One of the applicants we got a CV from (and there were over 700 applicants for the position) was working as a financial planner in one of the banks – she didn’t even have basic bookkeeping as a subject at school. Curious, I contacted her and asked her why she even responded since she was clearly not at all qualified for the position. Her response: “Well, I work in a financial planning department in the bank, so how difficult can it be?” Not too difficult I guess, if you have studied for 3 or 4 years and qualified and done the year-long stint as an article clerk and then actually worked in a financial department (and no, financial planning is not a financial environment – it is an insurance environment) for no less than the required period!

Once you have gotten rid of all the nonsense, it is time to take a more serious look at what is left (I was left with around 20 at this point).  I usually draw up a checklist of sorts, of the requirements that are needed for the job. As I work through the CV’s, I tick off what they have.  For me, the applicant needs to have at least 80% of the requirements before I even start interviewing, and of those some are not even negotiable. As in the above example, certainly the applicant having the required qualification is not negotiable - but the applicant having something like four years’ experience instead of the required five would have been a point that I would have been happy to negotiate. After performing this particular task, I was left with three people to interview.

Next time we will have a look at the next step.

Nikki is an Internal Auditor and Business Administration Specialist who can be contacted on 083 702 8849 or This e-mail address is being protected from spambots. You need JavaScript enabled to view it or http://www.viljoenconsulting.co.za

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