How to hire…and get hired

Summary1. Decide to recruit2. Define the requirements3. Publicity - Preparation3. Publicity - Agencies3.Publicity - the application4. Practice(2)5. Example6. Action7 The board pack8. More examplesDownload bookExit

Understand what the recruiter needs

This website considers the processes used to select suitable applicants for positions such as those of employee, contractor, consultant, athlete, or volunteer. The processes used in selection are detailed before considering what applicants can learn from these.


There's a lot of good advice on the internet about the recruitment process and I am not going to repeat it but I am going to suggest an additional method.

Let me start with a short story to illustrate the point I'm going to make: if I tell my wife that I have just attached six hinges, banged in 40 nails and screwed in 32 screws, she will not be impressed. If I tell her I have just built the IKEA wardrobe that we bought two months ago, she will be delighted as she can now hang up her clothes. Now, I didn't do anything differently, I just presented the information in a way that met her requirements. That's the secret of maximising your chances in the selection process.

Understand what the recruiter needs and present your skills to meet these needs

I'm not suggesting you lie, or 'bend the truth', it's not only immoral but no organisation wants someone they can't trust. You might also be recruited into a position which is too difficult for you. This will damage your reputation, cause stress and eventually your removal.

I am suggesting that before you become involved in the selection process you understand what the recruiter wants.

So I'm going to take you through the selection process from the recruiter's point-of-view, considering each stage and what you, the candidate can learn. This is a process which can apply to most selection procedures, such as university selection, choosing a contractor or consultant, athletic training program or job hire. I will not therefore refer to a 'job' but a 'position'.

The selection process typically has these stages:

1. Decide to recruit.

2. Define the requirements.

3. Publicise the vacancy.

4. Preliminary selection of applicants.

5. Final selection of applicant(s).

6. Offer the position.

Let's look at these stages in detail

If you want to print out the book version of the site just click on the download book button, otherwise click on the xxxxxxx button to start the guide.

I hope you find the guide useful.

David Griffiths