Hi Sandra,

Recruitment of any kind is not easy but I do agree with Mike - the ARMA
competencies are a great start. The problem as many of us know is that
sometimes, there are people who don't come across well in an interview
but are brilliant once employed, equally I have had experience of
employing someone who sounded fantastic at interview and on paper - knew
the right things to say etc but turned out to be a bit of a lemon and
just couldn't deliver!  

For certain roles I have tended to focus more on getting an
understanding of the individuals attitudes to work, people etc.  I also
tend to shy away from the 'tell me of a time when' questions because
they are too easily prepared for, instead I like to give candidates a
specific situation and ask them how they would approach it - you will
get a better sense of their thought processes, i.e are they logical or
do they panic!

You may also want to see if there is a common reason why the individuals
have left, do you allow them to do an exit interview/informal chat with
someone before they leave.  The reasons for leaving any role are often
personal ones but in the past I have found that people can leave because
either you've inspired them and they want more, or they misinterpreted
the role and have found it wasn't for them etc.  

Perhaps recruitment could be the focus of a lunchtime session or chapter
meeting and you can talk to RIM people in your area who may be able to
help.

Good luck!
Paula


-----Original Message-----
From: Records Management Program [mailto:[log in to unmask]] On
Behalf Of Sandra Dunkin
Sent: Thursday, 31 January 2008 9:20 a.m.
To: [log in to unmask]
Subject: Recruitment

Hello all,

My name is Sandra Dunkin and I work for a non-profit Community
Organization
in British Columbia.  I am the records manager, librarian, and tech
support
person.   I have been working here for almost 5 years now.  During my
tenure
I have recruited two assistants with varying degrees of success.  My
current
assistant has just offered her resignation, and I am therefore
confronted
with the challenge of recruiting a new assistant.

I have searched the ARMA site, and can find no resources for employers
(appropriate interview questions, suggested skills based interview
assessment activities, etc.).  I am hoping to benefit from the wealth of
experience on this list, as I am sure many of you have done recruitment
in
the past.

I found it difficult in the previous two recruitment  processes to
accurately and adequately assess personal suitability for the Records
Management Assistant position.  In the past I have always approached the
interview with some generic "get-to-know-you" questions, suitability for
our
office (how would you handle ____ situation), personal employment
history
inquiries etc..  I've also tried to incorporate an activity to assess
the
level of attention to detail, comprehension of instructions, computer
skills
and understanding of filing principles.  However, I feel that much of
the
information I am harvesting from this process is superficial and not at
all
indicative of the qualities required to actually do the job on a regular
basis.

Could any of you point me in the direction of interview techniques for
records management/filing positions?

Regards,
Sandra Dunkin

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