Employers often complain that, despite high unemployment, they struggle to recruit employees with the right skills. This problem is sometimes referred to as the "skills gap" and often seems particularly acute in small businesses, such as those I work with. However, the problem is frequently that employers have unrealistic expectations of what skills a new recruit is likely to have. I've read job descriptions that require the individual to be a "team player" as well as "a self-starter, capable of working on their own"; to "demonstrate strategic planning ability" and "to be heavily sales-oriented"; and to be "very detail conscious" while at the same time "having a clear view of the bigger picture". It's highly unlikely that any individual candidate is going to be able to such diametrically opposed characteristics. Think about how many times you've been interviewing and said "If only we could combine Candidate A and Candidate B - then we'd have the perfect person for the job". This usually means that you've set the person specification too wide. Considering the time you may spend on recruitment, coupled with the significant investment you are making in terms of salary, being clear exactly what you are looking for - and realistic about whether such a person exists - is essential for smaller businesses. And if you do successfully recruit, don't forget to plan out the new employee's induction. No matter how skilled, very few people can "hit the ground running" on day one in a new job.
A CIPD qualified HR professional with over 25 years experience in a variety of sectors. Currently working with SMEs and the voluntary sector in a wide range of HR projects.
