One of the most important aspects of running a successful business is the recruitment process. Your employees can make or break your company. As frequent as the recruitment process is, it should be assigned the priority it deserves. It can get complicated and often times very exhausting. If you do it right, you can boost the company’s productivity. However, if you do it wrong, you risk high turnover and dissatisfied customers. You need to find a recruitment process that is quick, effective and legal. So what steps should you follow to ensure that you make the most out of the process?
Identify the needs of the position
The key to getting what you want is knowing what you want. Ensure you have a clear understanding of the role and what it requires. If you are creating a new position, you need to understand how it fits into the whole department or the company. In the case of a filing an old position, this is your chance to reevaluate the role. Use experience and performance to help you decide how to make it a greater fit for the company.
You may realize that the company would be better served if the role was broken into two positions. Break down the timeline to get a new employee, their duties, responsibilities, skills, and abilities. This analysis also assists the new employee to have a clear purpose and goals once they fill the position.
Create a job description and person specification
Once you figure out what you need, you will have the tools to create a job description and person specification. These two documents are the pillars of your recruitment process. The job description defines the role you are recruiting for. It illustrates what a company is looking for, the role overview, skills, qualifications, and experience.
On the other hand, a person specification breaks down the type of candidate who is fit for the role. They serve as first impressions for job candidates in the market. So to ensure that you attract the right applicants, it is important to spend some time working on it. Additionally, pay close attention to the person specification.
As a recruiter, it is vital that you focus on the person just as much as their experience. When creating the person specification, draft it to attract a candidate that shares your company’s values and culture. This way, there is less growing pains as they adapt to the new working environment.
Decide on a recruitment process
The job market is massive and for a recruiter that is good news and bad news. The great news is, you have a wide pool to choose from. On the other hand, however, that means you will have to spend a considerable amount of time and resources picking a candidate. There are two ways you could go about it. You can recruit internally or outsource. If you choose to run the process internally, you are able to control the entire process. However, it is also a tedious and long process. Increase The Efficiency Of Your Business By Outsourcing
The other option would be to seek out an outsourcing firm to assist with your recruitment needs. Outsourcing companies such as Flexi Personnel handles the recruitment process from the get-go. They sort through the resumes of interested candidates and carry out the bigger bulk of interviews on behalf of the hiring company.
Additionally, if you are looking to create or fill out a senior executive position, it can take a couple of months to get the right fit for the job. They provide you with interim management so you do not rush through the entire recruitment process. While the position is temporarily filled, they are able to also headhunt which is often needed when looking to fill senior executives. Need to find out more about Headhunting – check out this article by Wikijob on Headhunting And How It Works
Due to the nature of the job, highly qualified candidates rarely apply for jobs and oftentimes require 3 months’ notice before leaving their prior job. Outsourcing your recruitment process allows you to have an array of options to pick out to ensure that you get a quality fit for the role.
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Running Interviews
This is one of the most important aspects of the recruitment process. It gives you invaluable face to face time with the top candidates. If you decide to carry out the entire recruitment process in house, it would be easier to have different levels of interviews eliminating candidates in every stage.
If you sort the services of a recruitment company, they narrow down the candidates to a manageable number. Over the years, the interview process has changed to best make the most of the time you have with your interviewees. Technology has also been a great assistance and you should incorporate it into the process. From using phone calls or video interviews, find the right options that will make the interview more productive.
It is important to have more than one interviewer in the room as it gives more perspective and a wider range of feedback. Go through the candidate’s resumes prior to the interview so you are able to interview each candidate based on their individual applications.
Make an offer
Once you pick your candidate of choice, it is time to make an offer. It is advisable to have the offer on paper to avoid any confusion. Indicate the role, when the job starts and when it pays. It is also the time to highlight why your company would be a great place to work. Additionally, depending on company policy, you should include any requirements such as background checks or drug tests. This allows the candidate to know all the terms of he/she needs to get the job. Once you share the offer with the candidate, do not be surprised if he/she decides to negotiate. You should be ready to adjust your offer but also be able to stand your ground.
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