DEVELOP A CORE COMPETENCIES FRAMEWORK
This is the list of qualities your staff need for your organisation to run effectively. If you already have one, review it every couple of years to make sure it reflects the attitudes and attributes that your people need to accomplish your organisational aims. This make it so much easier to recruit the right people, manage performance and develop your staff.
USE YOUR COMPETENCIES FRAMEWORK
This should be the basis for recruiting bright, well-motivated people with transferable skills who will develop into the finished article. Trying to recruit people 'with experience' is a hiding to nothing on many counts, particularly in the tight recruitment markets within which most charities operate. At Broadway we have built up a staff and management team of shining stars by recruiting many of our people from at least one level 'down' from the job, and often from outside our immediate sector - they are enthusiastic and eager to learn, and bring new ideas and energy.
DON'T SKIMP ON RECRUITMENT AND SELECTION PROCESSES
However much time and money you spend on training and development, you can't develop the wrong raw material. You need to make sure you recruit people who'll love what they do and flourish within the culture of your organisation. I despair when I hear of organisations still recruiting on the basis of no more than an interview. We hold assessment centres and tough, competency-based interviewing for all staff, from the most junior to the most senior. And we are very rigorous about the depth of our referencing process - after all, the people who are going to know best what someone's going to be like to work with are those who've worked with them before. Investment in staff selection pays for itself in our very low rate of employee relations problems; we've managed to totally avoid being taken to an employment tribunal.