Recruitment doesn’t have to be difficult. But if a considered approach isn’t taken to what is for all organisations, a significant investment, bad hiring decisions will be made.
Following these “Twenty Tips For Effective Recruitment” will enable you to take a more considered and structured approach to recruitment which in turn will lead to your making better hiring decisions. So here goes.
Tip 1 – Start by considering how you would answer the following question in 20 words. WHY should a candidate be interested in joining my business? If you are unable to answer this question, it will be very difficult to promote yourself to potential new hires.
Tip 2 – Undertake exit interviews to understand why employees are leaving the business.
Tip 3 – Complete a data analytics review to learn more about your new recruits and recent leavers.
Tip 4 – Undertake an audit of recent hires. Find out why new recruits joined your organisation and do more of the same to continue to attract top talent.
Tip 5 – Consider your employer brand. What message does it portray to candidates about your business and its values as a company to work for?
Tip 6 – Before starting the recruitment process stop and ask yourself is there a need to recruit? Can the vacant position be filled by restructuring or internal promotion?
Tip 7 – Has the role been properly defined? Is there a job description? and if there is when was it last reviewed and does it reflect the duties that the role requires?
Tip 8 – Having prepared a job description, extract the key performance indicators that you will use to measure success in the role.
Tip 9 – Similarly, has a candidate profile been prepared, does it detail the skills, experience, and qualifications you require candidates to have?
Tip 10 - How do you approach candidate attraction? What advertising channels do you use and when did you last review their effectiveness? Are they joined up; do they all portray the same brand message?
Tip 11 – Do you use your website to show yours as being a great place to work?
Tip 12 - Consider how you engage and communicate with candidates throughout the recruitment process.
Tip 13 – Ensure that you shortlist candidates in line with the requirements of the role that you have previously specified.
Tip 14 – Have you made sure that your managers who will be undertaking interviews are sufficiently trained and briefed for the task. Always have more than one interview.
Tip 15 – Do your interviewing managers have an agreed pack of questions to ask candidates thereby ensuring that the process is consistent and fair. Similarly, have your managers been briefed as regards what questions to expect from candidates.
Tip 16 – By their nature second interviews are more intense. Consider asking candidates to make a 5/10-minute presentation on their understanding of the role. It’s a good way for you to be satisfied that they understand what the role entails.
Tip 17 – Consider an immersion day. It’s a good way for both parties to be satisfied that the role is right for you both before an offer is made.
Tip 18 – Make sure that the offer of employment is engaging and written in a way that is not overly focused on Policies and Procedures.
Tip 19 – Don’t under estimate the importance of on boarding. Make sure that you keep in contact with the new recruit in the period before they join.
Tip 20 – Ensure that you have prepared an induction plan that covers your new hires first 100 days.