A recent article in some business journals highlighted the fears of UK businesses in relation to recruitment.
Two of the most frequently quoted barriers to effective recruitment by business owners are the lack of time and quality candidates!
Debbie Taylor, HR specialist at training providers, Mercia Group says a clear and objective process combined with sound knowledge and skills will certainly help to identify the best candidate for your business and this article provides some tips on how to implement an effective recruitment process.
Recognise a Need
All recruitment should be closely aligned to the business strategy. It is important to recruit people who will take your business forward in terms of skill sets and attitude. Take the opportunity to review the business’s service offering and the type of candidate who will match your culture and values.
Establish Job Profiles
The job specification can be one of the most important legal documents in the organisation. A common fear is that job descriptions may limit an employee’s productivity but if written well, a job specification can enhance an employee’s contribution within a business.
Consider Sourcing Methods
There are several methods of sourcing candidates: agencies, advertisements, internet and internal advertising. Consider what works for you and make sure whichever method you use promotes your brand, matches the job profile and gives you value for money.
Review the Legal Requirements
The key areas of employment legislation cover discrimination, equal opportunities, data protection, legal right to working in the UK. These apply throughout the whole recruitment process from job profiles, to advertising, interviewing, selection and job offers. Make sure you remain objective and consistent in your approach.
Undertake an Objective Process
Ensure you have clear selection criteria and review all CVs fully, identifying any inconsistencies and areas to investigate further at interview. Have a considerate and timely interview process and ensure everyone is made aware of arrangements. Consider obtaining a second opinion and review all interviews as soon as possible after the meeting whilst the information is fresh in your mind.
Interview Effectively
Businesses also need to consider their interviewing skills. Use questions that will provide you with as much information about the candidate as possible. Remember you want to hear what they have to say, not what you think they may say.
Test Skills and Knowledge
Consider testing any particular technical knowledge they will need for the role for example through questioning, a written test or in-tray exercise. For senior positions psychometric testing can be useful to match personality to job types.
And now you have made your decision to recruit that right person, make sure you mean it!
Make the Right Offer
Make sure your verbal offer, written offer and any subsequent terms and conditions (particulars or contract) are clear and consistent. A badly worded offer letter can mean that you may be obliged to pay someone even if they no longer work for you. A recent case highlighted this when an ex employee was entitled to 48 months of a car allowance because of the wording in his contract. The terms and conditions of any employment should be established at the outset with the job specification, not as an after thought.
Exercise Caution
Always obtain at least two references from previous employers. Whilst businesses tend to keep them as vague and non-committal as possible, they will at least confirm that the candidate has worked where he/she has said for a given length of time. It is always sensible to confirm qualifications through the sight of original certificates. Also check with any industry body. The Financial Director of a well-known building society was recently sued for fraud involving over a quarter of a million pounds. He had said that he was a member of the Institute of Chartered Accountants but no-one checked with them!
Nurture the Relationship
First impressions are so important both to you and the new recruit. Use probationary periods to enable you to test each other out. If you show interest and give support in the early days the new employee will settle and become productive more quickly than if he/she is ignored for the first three months. A comprehensive induction will mean that the individual can get on with doing his/her job instead of wasting so much time finding out how to use the phone system or where stationery is kept!
Take Stock
Make sure you review the recruitment process and establish what has gone well and what hasn’t and think about how it can be improved next time. Keep details of other applicants that impressed you but just weren’t right for this job. You can contact them again for future roles. Monitor staff turnover levels.
