Picture this, you and your senior management team have identified an area of the business that requires development. Having identified an opportunity for strategic growth, it is necessary to launch a recruitment drive to acquire highly skilled professional resources that will lay the foundations for the business to develop and grow this new revenue stream.

As with any important strategic decision, well established processes will be initiated, involving key stakeholders and decision makers.

There are three main stages that formulate an effective decision-making process.

Orientation, Evaluation and Decision.

  • Orientation: Define the situation and procedures
  • Evaluation: Discussion of ideas and opinions
  • Decision: What to do

Schwarz & Vogel is a Global Talent Partner, we help SMEs recruit the best talent they need to achieve their goals and drive growth in their sectors.

The successful clients that we help, ensure that the initial ‘Orientation’ and ‘Evaluation’ phases are fully executed.

An effective group decision making process means that key stakeholders are clear about what the candidate requirements must be from the perspective of the business as a whole.

When key stakeholders are aligned before the interview process begins, securing the right candidate can be achieved within the crucial three-week availability window. In our experience, working with successful clients, this is the average time frame within which companies must act, in order to secure their first choice candidate.

Senior professionals targeted to fill senior strategic positions are in high demand.

With unemployment figures for June suggesting the lowest rate since February 2008 in Ireland and the lowest rate since 1974 in the UK, the talent markets within both economies are leaning toward candidate driven talent acquisition trends. Highly skilled professionals, within the current economic climate, are often choosing from a number of offers from interested companies.

Firstly, it is important to recognise that there are individuals involved in the execution of a group decision making process.

We’ll highlight four key roles involved in carrying out the necessary tasks associated with the first main stage, ‘Orientation’.

The CFO is focused on delivering value for money for the business, assessing risk and analysing the potential return on investment.

The HR Director is focused on ensuring that the chosen candidate is a good ‘cultural fit’ for the business and analysing the potential risks surrounding the candidate. This task is a necessity when attempting to eliminate a bad hire and the consequences this may have.

The Head of Technology is focused on their department’s objectives and targets and will work closely with the hiring manager to identify the core skill requirements for the role.

The Hiring Manager will be focused on the objectives set by the Head of Technology, but will also be focused on the suitability of the candidate in regards to the existing team and their own management style.

As part of the ‘Orientation’ stage, it is imperative that these four stakeholders discuss the objective and agree a procedure that will support the recruitment process effectively.

Having successfully completed this phase, all key stakeholders understand the objective and how they will achieve it.

The next stage is the ‘Evaluation’ phase. This is the point within the group decision making process that we consistently see a break down in the process. Failure at this point, more often than not, leads to a lack of cohesion between key stakeholders and no collective agreement in place.

Within a poorly executed ‘Evaluation’ phase, we see key stakeholders failing to outline their departmental requirements and a lack of discussion or agreement regarding the essential skills and experience required.

Effective face to face to meetings during the ‘Evaluation’ phase, ensure that the ideas and opinions of key stakeholders are tabled. By the end of these scheduled meetings, there should be agreement on the core skill and experience requirements. These collectively agreed requirements should be documented and built into the full job spec.

The ‘Decision’ phase encapsulates the interview process and candidate selection. If all other phases have been executed and agreement has been reached between all key stakeholders, perfect synergy will have been achieved.

Good execution of group decision making will allow the right candidate to be selected extremely quickly. Securing the necessary resources that will drive new growth for the business.