We take a closer look at the trials and tribulations of recruitment with an instructional article from our HR Manager, Jenni Welch, who aims to help you ‘Get it right’ first time.
It’s that time of year when business think about the future, their goals and the people requirements.
Conversely, it is also the time when individuals may consider New Year / New start and historically mid-January is peak recruitment time! More positions and more candidates in the market!
As everyone knows, recruitment takes time, and you don’t want to waste it on hiring the wrong person. This can have a negative impact on the work environment and other employees. There are also litigation pitfalls where candidates could claim that the interview process was unfair and submit a discrimination claim!
When someone leaves or is promoted or there is business growth, this is a great opportunity to evaluate a job and decide what is needed. Make sure you’re clear on what you want and write a job description that matches these requirements. This will save you time and effort, ensure the right candidates apply and clear expectations are detailed at the outset.
Get the process right
The recruitment process is key as taking the time at the initial stages to consider and plan every stage will enable greater success.
Always remember that the recruitment process works both ways. You’re looking for the best people for your roles but remember that high-calibre candidates can often afford to be choosy. You have to sell your business to the candidate and portraying everything in a positive light means that you can stand a better chance of the right candidate wanting to work for you.
Whilst good interviewing is important it can be very subjective and biased depending on who is interviewing. The more pieces of the pie you put together to assess a candidate the greater chance of success. This can come in the form of adding relevant questions to the online application form, pre-screening interviews to assist in the final shortlist, robust reference checks, skills testing, occupational assessments and a good candidate rating grid at the end of the process.
Most people assume that job descriptions are written primarily for employees but don’t underestimate the importance for employers. They support you in hiring the best candidates, help ensure your expectations are established and met, support greater employee accountability and can mitigate risk and limit liability.
They also give a clear understanding to candidates of what their duties and responsibilities will be.
Finally, remember that a successful recruitment process doesn’t end with a job offer. Prepare a comprehensive onboarding program to ensure new hires integrate smoothly into your company. Scheduling regular check-ins will help address any concerns or questions they may have.
Advo can support business in the formulation of bespoke interview forms, job descriptions and onboarding resources and our team of experienced HR Consultant are always happy to support our clients.