As we have started a new year, many clients are looking forward to the year ahead and considering recruiting, particularly into key roles to support this year’s business objectives.
However, over the last few months, many clients have found recruitment challenging. With that in mind, we believe that often a change in approach to recruitment is necessary to deliver the results and the candidate(s) you are looking for.
One of the most common things we see is that roles are replaced like for like and many companies tend to recruit in the same place each time, even if they are not attracting the right candidates. Often this is the reason for poor success rates.
The first thing we do when a client tells us they need to recruit is to look into the role they want to recruit for and ensure that they do indeed need to recruit. Sometimes they do not- the role can be absorbed into existing roles or, what we often find, is that the role did not work for the business and so any recruitment should be for an entirely different role which better supports the needs of the business.
If you do determine that recruiting is required, you need to look at what the role profile will look like and whether it will impact any existing roles. Reviewing market salaries and benefits is also worthwhile at this stage. Doing that will help you put an advert together. It is fine to use a similar format each time but it is vital to ensure that the job advert itself details the role, what you offer as an employer as well as the type of skills and candidate you are looking for.
In addition, you need to consider where you are advertising. Remember that the aim here is to make sure that you place yourself in front of the candidates you want to attract. If you have not attracted the right type of candidates previously, consider whether you wish to advertise elsewhere- review where your competitors are advertising, the seniority of the role, whether any existing employee may have contacts who might be interested or whether advertising more locally might work better for you.
Once you have placed your advert and are hopefully receiving applications, you then need to consider the candidate experience.
How long does it normally take you to sift applications and get in touch with them? How do you invite them to interview? Do you let candidates know what to expect at interview and how many people will interview them? How do you normally interview, is this competency based or more informal?
Please remember that the recruitment and interview process are not just about you assessing the candidate; they are also assessing you. If you have not reviewed your process in a while, we would advise that you review your process and interview documents.
Once you have completed interviews and are considering making your selection, consider how each candidate came across and how you think they will fit into the team, what you think their aptitude for the role will be as well as learning new things.
How long does it normally take you to sift applications and get in touch with them? How do you invite them to interview? Do you let candidates know what to expect at interview and how many people will interview them? How do you normally interview, is this competency based or more informal?
Please remember that the recruitment and interview process are not just about you assessing the candidate; they are also assessing you. If you have not reviewed your process in a while, we would advise that you review your process and interview documents.
Once you have completed interviews and are considering making your selection, consider how each candidate came across and how you think they will fit into the team, what you think their aptitude for the role will be as well as learning new things.
Job offers should be made as soon as possible so as not to lose any candidates during the process. For those who have been unsuccessful, consider how you want to tell them, how you will give them any feedback and whether you wish to seek their consent to keep their details on file for any future roles. You aim should be to ensure that even unsuccessful candidates have a positive experience of you and your business.
Once a job offer has been made and accepted, it is important to agree a start date, take references and complete any other checks e.g. right to work and that inductions are prepared and ready for the employee to start.
Prior to the employee starting, you should give thought to their induction and let them know what time to come in on their first day, anything they need to bring along with what to expect and the details of who will conduct their induction and/or be their mentor.
Whilst recruitment is undeniably time consuming, putting the time into it can be incredibly rewarding when you are recruiting the right people for your business.
As always, trying to remain current and competitive in an ever changing market can be challenging. With that in mind, perhaps now is the time to review your current recruitment and induction strategy?
