For any business, getting the right blend of employees is often the key to success. However, finding this blend can be very tricky. A few things to know is that your recruitment drive is likely to cost you money (and it can get quite expensive) and it can also take a long time. If you’re an employer on a recruitment drive, here are some pointers to get you started:
1. Allow plenty of time for your recruitment process. If you need someone in a week’s time and you’ve yet to advertise, then you could be in trouble. Instead of this you’ll probably need around 2 months from start to finish. Spend around 2-3 weeks advertising and gathering candidates, 2 weeks for interviews, and a month for notice period once you’ve had the job accepted. In an ideal world you’ll be able to shorten this time frame, especially if you’re hiring new graduates or trainees.
2. Advertising a job can be an expensive business, but paying for space in a newspaper or online portal can pay you dividends by giving you a rich vein of C.Vs. Reed lets you post jobs on its website for only £50 each and with over 1 million job applications made through the site every month this could be a good option. Some portals do have free joining offers, but it’s important that you analyse which ones will be the most cost effective. If there’s a free portal that no one in your area ever looks at, then there’s no real point in posting there. However, if it’s £50 for a spot in the local newspaper, then it could be an easy spot for someone on a local job search.
3. Think carefully about what kind of candidate you want in the role, and have a clear specification. Compare the C.Vs you get to that specification, rather than against each other. It’s the practise of many employers to dismiss applications that contain bad grammar or spelling mistakes. Be wary of doing this and think about the candidates experience and skill set rather than worrying about the presentation of the C.V. Having bad grammar probably won’t make much difference in a lot of jobs!
4. In the interview, while it is important to question the interviewee and find out about their aspirations and skills, it is also important to tell them about your company. Let them know your company’s attributes and perks of working for you. If you do this right and the candidate is a good one, you may well snare their interest over other potential employers. However, make sure you are wary of over selling the company. If the interview is dominated by the employer boasting about the company, you are likely to alienate the interviewee as they will be unable to express themselves.
5. Let the candidate know what is the next step will be. It can be an annoyance to let candidates know that they’ve been unsuccessful, but you can avoid telephone confrontations by simply sending an email to unsuccessful candidates. If a candidate is successful the best way to tell them is on the phone, this way you can discuss the next step and other details. If a candidate is reluctant to accept, then a phone conversation may be the best way to persuade them otherwise. Just be alert that reluctant candidates may sometimes have a short shelf life, so you must be cautious if they do not accept straight away. Ask yourself why this may be.
6. On a new employee’s first day, make sure there is clear structure. Getting all of the little details such as their National Insurance number will ease their mind about getting paid, and a short induction will create a good impression.
Source:
http://www.trainingzone.co.uk/cgi-bin/item.cgi?id=176716&d=677&h=608&f=626&datef
1. Allow plenty of time for your recruitment process. If you need someone in a week’s time and you’ve yet to advertise, then you could be in trouble. Instead of this you’ll probably need around 2 months from start to finish. Spend around 2-3 weeks advertising and gathering candidates, 2 weeks for interviews, and a month for notice period once you’ve had the job accepted. In an ideal world you’ll be able to shorten this time frame, especially if you’re hiring new graduates or trainees.
2. Advertising a job can be an expensive business, but paying for space in a newspaper or online portal can pay you dividends by giving you a rich vein of C.Vs. Reed lets you post jobs on its website for only £50 each and with over 1 million job applications made through the site every month this could be a good option. Some portals do have free joining offers, but it’s important that you analyse which ones will be the most cost effective. If there’s a free portal that no one in your area ever looks at, then there’s no real point in posting there. However, if it’s £50 for a spot in the local newspaper, then it could be an easy spot for someone on a local job search.
3. Think carefully about what kind of candidate you want in the role, and have a clear specification. Compare the C.Vs you get to that specification, rather than against each other. It’s the practise of many employers to dismiss applications that contain bad grammar or spelling mistakes. Be wary of doing this and think about the candidates experience and skill set rather than worrying about the presentation of the C.V. Having bad grammar probably won’t make much difference in a lot of jobs!
4. In the interview, while it is important to question the interviewee and find out about their aspirations and skills, it is also important to tell them about your company. Let them know your company’s attributes and perks of working for you. If you do this right and the candidate is a good one, you may well snare their interest over other potential employers. However, make sure you are wary of over selling the company. If the interview is dominated by the employer boasting about the company, you are likely to alienate the interviewee as they will be unable to express themselves.
5. Let the candidate know what is the next step will be. It can be an annoyance to let candidates know that they’ve been unsuccessful, but you can avoid telephone confrontations by simply sending an email to unsuccessful candidates. If a candidate is successful the best way to tell them is on the phone, this way you can discuss the next step and other details. If a candidate is reluctant to accept, then a phone conversation may be the best way to persuade them otherwise. Just be alert that reluctant candidates may sometimes have a short shelf life, so you must be cautious if they do not accept straight away. Ask yourself why this may be.
6. On a new employee’s first day, make sure there is clear structure. Getting all of the little details such as their National Insurance number will ease their mind about getting paid, and a short induction will create a good impression.
Source:
http://www.trainingzone.co.uk/cgi-bin/item.cgi?id=176716&d=677&h=608&f=626&datef
