As your company grows, you may find the need to grow your team. That means recruitment. There’s no need to be daunted by what can be a very exciting and transitional time for your business but of course, you want to make sure that that you take on people who will fit well with your business culture and be fully committed to your purpose. This guide will take you through the basics of the recruitment process, the different types of recruitment and a few things to remember during your recruitment campaign.
Recruitment and Selection
When it comes to selecting and recruiting new staff, here are a few key strategies to keep in mind to ensure a successful outcome.
Don’t leave your recruitment until the last moment. By waiting too long you leave your business in a position where it is under-resourced and so not working to full capacity. With careful planning and forecasting you can build recruitment into your strategy to ensure you have the people when you actually need them and not a few weeks or months later. This careful planning may also help to prevent you hiring when in fact you don’t really need to.
Be Clear About What You Want
Before beginning any recruitment campaign, take the time to create a description that is as specific as possible of the person or people that you’re looking for. What skills will they have? What passions and career goals? What will their key characteristics be? By taking this time at the start of the process to build a clear picture, you will have much greater success in finding your ideal candidates. You will also make the job of any third party recruiter you may choose to use much easier!
Be Clear About Your Job Description
We’ve all seen them. Those fluffy job descriptions that use a lot of big words but don’t really tell you anything. You want to attract candidates who are excited about the role you are recruiting so you need to give them as much detail as possible! This prevents confusion and attracting people who were expecting something different. In turn, this will save you a lot of time in weeding out the people who actually interested in or suitable for the role once you go into more detail about what it is.
Be Clear About What You Can Offer
You need to know what you can afford to pay, what benefits you can offer and what else your successful candidates can expect to gain from the role. It may be that you will be able to further develop their skills in some way or even add to their qualifications. By getting clear on what you can and can’t offer your candidates, you will avoid offering more than you can afford to give during last minute negotiations!
Running a Recruitment Campaign
Once you have done all your planning and you know exactly who you’re looking for, what you want their role to be and what you can offer them, then it’s time to get out there and find your candidates!
There are a number of different strategies that you can use to find yours.
There are many benefits to using an agency to do your recruitment for you. They are experts in their field and can put 100% focus into finding your candidates while you get on with the important business of running your business! They can be expensive however and if you’re just starting out you may not have the budget for this option.
This can be a great way to go if you already have an idea of the people you want to work with. It can cut out a lot of the time and red tape usually linked with the recruitment process. By contacting the people you want to work with directly, you may save yourself a lot of time and money. For them it will often be flattering to be approached and this, along with an attractive, well thought out offer, may help get you a successful outcome.
Depending on the type of role you are recruiting, local advertising might be the perfect solution. Posting a notice in your shop or office window or perhaps taking out an ad in the local paper. In a local setting, word of mouth can play an important role, so networking and keeping up good relationships with people who could be in a position to help you is a good idea.
These days, very few recruitment campaigns won’t at least be partly online. Social media is too good an opportunity to miss, whether you have the budget to advertise or just want to post to your business contacts or even your friends and family. It all helps to spread your message and get word out to those ideal candidates.
LinkedIn is a very useful tool when it comes to recruitment. This is where most candidates and recruiters will spend time and so it will generally pay off to post your role there. It also offers great head-hunting opportunities, allowing you to search for your ideal candidates directly.
Online Recruitment Tools
There are a number of skills and personality testing tools online that recruiters can use to help find their ideal candidates. These include psychometric tests, skills tests and gamification, which allow you to use games to test the aptitude of potential candidates.
There are also online tools to help with the interviewing process, allowing you to conduct your interviews by video.
Recruitment and Retention
We hope that this information has helped you with your recruitment. Don’t forget, taking on new staff is often the step that will take your business to the next level, allowing you to scale and grow. Done right it can be an exciting and rewarding process for everyone involved.
The work doesn’t stop there though! Once your ideal candidates are through the door then you need to know how to keep them. Our next article focuses on just this so read on for more…
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