You can then use the job description and candidate specification to start to communicate both internally and externally that you are recruiting - together with details of the hiring process, how to apply and including closing dates. It’s always worth offering a recruitment bounty to current employees. It’s not only cheaper than using recruitment consultants but also says important things about the trust you place in your existing people.
Once the person is on board the daily business of ensuring good performance should involve a managed settling-in or probationary period. This should be accompanied by the setting, communicating, demonstrating and the living of standards – `walking the talk`. Also the giving of regular, objective feedback, praise and reward where due and targeting improvement or correction as necessary should start from day one.
Sticking to the facts