Recruitment Success

Assisting to Become an Employer of Choice

To become an employer of choice it is essential that all candidates have a positive experience with their dealings with the business. In an ever-tightening market where skills are in short supply in some industries, roles and geographical areas, it is imperative that there is a positive vibe about the business. Never underestimate the power of the internet and social media to spread information regarding the recruitment or employment experience etc.

Points to consider

• Recruitment is important within any business.
• It is expensive in cash terms and time.
• If you have a vacancy, whether it be to fill a role or creating a role, it is a great opportunity to look at the structure and the role within the department.

Many businesses do not review their structures often enough and sometimes the structure that was needed in the past may not be the one for the future.

Recruitment basics

• Review the structure and the role with the line manager
• Look in the marketplace and review the salary
• Write a job description in conjunction with the line manager, which should include the following: –

1. The role
2. Ideal experience
3. Qualifications
4. Person specification
5. Desired and essential skills
6. Training & development required
7. Induction programme/Onboarding

Advertising

• Consider the recruitment budget
• Decide where the role should be advertised to gain coverage, if this is through an agency, brief them fully on your requirements.
• Write the advert
• Place the advert where the target audience can be captured
• Ensure that you have considered the deadlines

Recruitment Administration

• Acknowledge applications, this could be automated emails
• Select from the applicants for interview
• Acknowledge the applications that were not selected for interview (this might give you the edge when recruiting again).
• If applicable, complete psychometric profiling prior to the interview
• Pre-screen by telephone or Skype if necessary

Interviews – face to face

• Ensure the line manager plays a big part in the selection process
• Give enough time for the candidate to be able to attend the interview, invite by the usual business medium, text, email, phone, letter – if attending face to face for the first and second interview.
• Ensure that the interviewee has a copy of the job specification, a map to the interview address, who they should ask for on arrival
• Structured competency interview questions, set against the needs of the role
• If there is a second interview, look at a short presentation.
• Take notes in order that this can be used in the candidate selection. Remember that the candidate can request a copy of the notes taken at their interview.

Post Interview(s)

• Select the candidate
• Send out offer letter, contract and any relevant paperwork
• Consider when to send the regret letters out or inform the unsuccessful candidates etc

Acceptance of the offer

• Onboarding & induction information should be sent out to the prospective employee
• Keep in touch with the successful candidate throughout the time before they join the business

Rejection of the offer

• This could be for a number of reasons, ask the candidate for feedback

Joining the business

• Ensure that this is a positive experience and that the induction programme is completed
• Build in review meetings throughout the first two months, ideally with the line manager

In Conclusion

If you get the above correct throughout the process, you will successfully recruit. Many businesses do not pay attention to detail when recruiting and just try to replace like for like. Line managers should take the opportunity to review their departments, roles and structures when the opportunity arises or at least every year before budget submission. The structure required in one year may not be required in the following year. Line managers should be trained and developed in how to interview, the skills developed will be valuable in other interviews and meetings within the business. Please remember the power of the internet and social media, a candidate who experiences a bad experience will be able to share this.  Business/Employer brand are important in the ever tightening market for candidates.

There are a many of articles on the internet, you may find the following snippet of interest from XpertHR and ACAS

https://www.xperthr.co.uk/good-practice-manual/recruitment-selection-techniques/151923/

http://www.acas.org.uk/index.aspx?articleid=4216

If you require any information or help with your recruitment, process or procedure, please contact me.

https://tracybillinghamhr.co.uk