Recruiting might seem straightforward at face value, but it is about much more than finding a good CV. Every situation is unique and can become incredibly complicated, not least because the highest quality and most in demand candidates will either be well looked after where they are or have multiple job offers on the table. Success requires good internal planning and seamless execution every step of the way. Check out some of our tops tips below.
1. Candidates are consumers…
The amount of information available to prospective employees is endless and readily available in a few google searches. As such, you should get in the mind of potential applicants and consider everything about how the company is presented digitally from the website and Linked In profiles, to customer review platforms and competitor offerings. During the end-to-end process itself, be sure to be respectful of people’s time, positive and hospitable…a decent cup of tea at the final stage interview could be the difference between success and failure.
2. Where to find good people…
Volume of applicants doesn’t necessarily translate to quality, and a flood of CV’s can make it difficult to see the wood from the trees. So, be selective about what platforms you advertise on, and encourage key members of staff to share adverts on their social media platforms. Remember though that advertising is just one source and that generating people through direct approaches and network typically result in better outcomes.
3. Adverts and job descriptions…
Most job applications are made using mobile devices so consider this when writing an advertisement – too much scrolling and you will have lost your audience so keep it enticing and strategic. Likewise, a job description is a window into your organisation and should focus on the audience it is designed for, a potential future employee. Avoid an uninspiring list of responsibilities and tasks designed for internal planning.
4. A slick process…
The most efficient and effective recruitment processes are where expectations are managed between all parties upfront which helps avoid any nasty surprises further down the road. Setting out an interview timeline helps all parties manage diary commitments, so you don’t lose momentum between stages. Laying out the benefits package also helps with this and ensures any potential issues are ironed out during the interview stages.
5. Making the offer…
Hopefully this should be the easiest part, but it is often where many employers let themselves down. Be sure to know the full details of the benefits package so that candidates can see the full value of the offer, people assess much more than the basic salary. Try and make the first offer the only offer as a tense negotiation will reduce levels of buy in for all parties. Once accepted, remember the candidate may need to resign and work their notice period, so stay close!
There is no manual to recruiting as every situation is as unique as every business and every person. Ensuring success time and time again requires a level of experience, influence and instinct. If you need help running the end to end or even just want to outsource elements of the process to an expert, please do get in touch and we will help make your recruitment seem as easy as riding a bike: hello@mackiemyers.co.uk
