Basics of Casting in Recruiting Process

Casting is the term I use to describe a process of matching a person with a task, an employee with a position, or a talent with a challenge. Recruitment is the first step in making sure that your team members are properly cast to their positions, tasks and assignments. That is the first step to higher job satisfaction of your team members and their productivity. Basics of matchmaking during recruiting process fall into three major categories:

• Skills Cast. You need a person who has the ability to perform specific tasks, activities, etc. basically, deliver on the job duties. During recruitment process, in particular during screening and interviewing you will be looking for the proof/indication of an ability to perform required activities by juxtaposing Typical Duties and Responsibilities, Required Skills, Experience and Background, and Desired Skills, Experience and Background of the job description with candidate’s qualifications, skills, background, experience, and credentials.

• Talent Cast. That’s a complex and very interesting topic. The idea is rather simple – interview for specific talents, strong suits, intelligence in order to gain a proof/indication of level of performance and modus operandi or proof/indication of whether the person can develop into a perfect match for position. That is easier said than done and in many ways requires substantially higher interviewing skill. I put it in a category “nice to have”.

• Personality Cast. While rather complex, possibly even more challenging that Talent Cast it falls in category of mandatory items. Personal qualities are often equally or even more important than specific skills. It is critically important during interviewing process to make sure that behavioral patterns, personality traits, style and other personal qualities / characteristics match what is indicated in Desired Personal Qualities section of the Job Description. During the hiring process you will be looking for proof/indication of a desire to perform and ability fit in.

There are a couple more aspects to casting that are particular important during interviewing process:

• Stop Light. Interviewing is a process that might get somewhat emotional and fall out of control, especially when the interviewing team is small and hiring pressures are high. In that light is exceptionally important to define and never lose sight of Must Haves – specific requirements that can not be compromised.

• Concessions. On the other hand you sometimes can be open for rather significant sacrifices – the tradeoffs you are prepared to make to gain specific talents, skills, or abilities.

• Candidate expectations. Keep in mind that while you are in the process of evaluating potential cast of the candidate to the position s/he is evaluating the cast from their own standpoint. Make sure you provide as much clarity about what you are prepared to offer in every aspect of the position.

Of course that’s just basics; there will be more discussions about casting, probably one of the most important aspects of manager’s job.