Eighty per cent of employers say recruitment is their No. 1 headache.

With a highly competitive recruitment market in Asia, it is critical for hiring managers to be equipped with the skills to recruit and select the best talent.

Here is a 10-step guide on how to do that:

1. Know exactly what you want

Many hiring managers do not spend enough time deciding exactly what they require and end up selecting a candidate whom they like rather than one who is most suited for the role.

By working out exactly what you want, you will find it much easier to recruit the right person for the job.

2. Prepare a job description

List all the responsibilities, accountabilities and objectives required for the job. Include qualifications, experience and, most importantly, personality and attitude.

If the candidate does not have the right attitude for the job, he will be the wrong fit.

3. Specify both essential and desirable skills

Specifying what is essential for the job without considering what is desirable can result in failing to select candidates with the best attitude.

Knowing what is desirable will allow you to include high-potential candidates who can be trained in the relevant job skills.

4. Identify soft skills that are essential and desirable

Rather than focusing on technical skills only, specify which soft skills are essential and which are desirable.

Some examples include leading, communicating, problem-solving, service-oriented, creativity, attention to detail, good analysis and so on.

The more soft skills you specify, the more likely you are going to recruit the best talent for the job.

5. Prepare questions based on competencies

A competency is knowledge, a skill or behaviour that is related to successful performance on the job.

Identify the most appropriate competencies for the role, such as technical competence, business and commercial awareness, leadership and innovation.

Then prepare questions based on these competencies such as: “Describe one of the toughest leadership decisions you have made. Who was involved? What was your role? What was the outcome?”

6. Select the most appropriate candidates for the interview

Make it your goal to fill every position with the best talent so that your organisation performs at its best.

7. Conduct interviews systematically

For best results, follow this interview format:

* Welcome — 2min

* Gather information — 40min

* Give information — 10min

* Candidate’s questions — 6min

* Next steps — 2min

8. Evaluate candidates and shortlist

Evaluate your candidates against how they responded to the competency questions.

9. Make a job offer to the best candidate

When you have selected the best candidate for the job, offer a salary level that is in line with the grading level of the role and which gives you some flexibility for negotiation.

10. Inform unsuccessful candidates respectfully

Always think of your company reputation when declining to hire candidates. Show respect to your unsuccessful candidates by thanking them for their time and give them constructive feedback.

Follow these steps and notice the difference it makes in selecting the candidates who are best matched to your organisation.