The ‘good’ recruitment process
by Heat Recruitment
They say that people are the greatest asset in any business, and ‘they’ are right. The quality of your recruitment process is what will determine how well (or not) your organisation performs – it is they who are the essential ingredient that will feed its growth. But finding and attracting the top talent you need can be a challenge, especially in today’s ultra-competitive candidate-driven market.
Indeed, while record low unemployment is great for the economy, it also means there are fewer candidates actively seeking new positions. It also makes it harder for employers to fill their vacancies and often, in their haste to find ‘someone’, the wrong person is hired. This can be costly to the business.
According to the Chartered Institute of Personnel and Development, the cost of a bad hire can range from £7,000 to as much as £42,000 and above. However, there is some good news – the candidate shortage and the cost implications of a mis-hire can both be overcome. We’ll show you how.
Identify a position
With productivity high, profits rolling in and new clients knocking at the door, it can be easy to miss your ideal window for recruitment. Every smart business should be thinking five steps ahead and preempting vacancies. Particularly in the more technical of roles such as IT-led positions that require a specific skillset. Marking out a year strategy and giving yourself consistent check posts should allow you to identify openings and growth patterns before they occur so you never miss the mark.
The job description
When you’re ready to hire, you should be straight on the case of writing a top-notch job description. Here it is crucial to evaluate the role – what will the employee be doing day to day, what additional skills could be beneficial, does the employee need 5-10+ years of experience?
The more you analyse the role the better you can focus the description. Be aware of the language you choose to use in the job description as well. Studies have shown that the use of certain words and phrases can put women off applying for roles. This should be avoided as you want to give all candidates the best possible chance to discover your job post, and have the confidence to apply.
As a member of the HR team, it is your job to refine and streamline the candidates for an interview. Here it is crucial to ensure for CV’s to pass through the hands of more than one employee. Members of the team such as department heads, assistants and supervisors will have valuable insight of what skills and attributes can be worthwhile for the role – especially those who will expected to work alongside the successful candidate on a day-to-day basis. At this stage, it’s important to be fairly open – being too dismissive or streamlined could allow a diamond to slip through the net.
This is the moment where you can really get to know the candidate. However, this directly corresponds to the types of questions you choose to ask. The idea is to get the candidate talking
about how their experiences and achievements during their career to date can add value to the
role they are applying for. Look for examples of past successes, times when they have excelled and marry them up to the requirements of the vacancy you are looking to fill.
Also consider what interests them in their personal lives – the things they do outside of their typical work and corporate experience can go some way to understanding if they would be a good cultural fit, too. There are valuable soft skills that can be pulled from all sorts of backgrounds. For example: time management skills from an internship. The interviewee may not bring these up thinking they are irrelevant.
The hiring process can be frustrating at times – you can get all the way from point one to five, put in time, money and resources and still not land that perfect candidate. Time is of the essence in recruitment and you should avoid delays in offer like the plague. This is one of the main reasons why hiring managers struggle to make a successful appointment – they’ve delayed too long in making an offer and in the meantime another employer has swooped in, liked the candidate and snapped them up.
Once the offer has been accepted it is your responsibility to wow the employee from day one. Simple attributes such as a welcome pack, a team lunch or a training session on induction is really going to cement confidence that your new find made the absolute right decision.
Have you considered using a recruitment agency?
It’s a long process, right? It’s true, recruitment can be time consuming, expensive and could cause a loss in productivity. So why not get someone to do the leg work for you?
If you need any assistance on improving your recruitment process we have put together an Employer Resource hub, with information and dive on recruitment and interview strategies. Or you can speak directly to one of our recruitment team.
by Ross Bennett