Tags – Hiring the Ideal Employees
Whilst there are many cost implications in recruiting employees, the biggest one of all is the hidden cost of getting it wrong!
It’s very important for any organisation to match the right person to the job on offer.
So, how best to ensure you get someone who will tick all the boxes, fit into the team and want to stay? Here are our top 5 tips to help.
1. Job Description
Where different people contribute to a job description or it is a legacy of another time, it can sometimes not fully represent exactly what’s expected of the role.
However, a Job Description is a critical document to get spot on within a recruitment process.
Whilst it details what’s required of the right candidate, it also explains how a job fits within its department and the overall company.
As such, a review of the Job Description and a close look at all it encompasses can be an invaluable process at the start of any recruitment campaign.
To find the ideal employee, you must attract the best candidates you can for the role.
Therefore, the role must be an attractive proposition!
Furthermore, it’s important to do your research and ensure the salary is pitched right. For instance, making sure that the salary on offer matches like for like roles in the same sector is a good idea.
However, it’s also important to factor in the salaries of other roles within your own organisation too.
3. Shortlist Planning
Always ensure you prepare well for the application process and decide a system for how best to shortlist the likely deluge of applications.
For example, deciding on your most important criteria is key before you start.
Whilst it might not matter that someone who’s going to use a computer can’t spell in practice, is it important to you that the applicant hasn’t taken more care if their application is full of spelling mistakes?
Overall, planning your criteria by setting out ‘must haves’ and then ‘nice to haves’ is a good way to decide who makes the list.
4. Interview Programme
The interview process is your chance to really get to know the candidates and get a feel for whether they’re the right fit.
Therefore, it’s important to put in place a robust and consistent programme.
Depending on the role, think carefully about what types of questions to ask.
Similarly, it’s useful to implement exercises for your candidates to complete and role play can give great character insight too.
5. Final Interviews
If you’re lucky enough to have more than one candidate who you think could make the grade, final interviews can work very well.
Whilst you might want to meet the candidates involved yourself for a second time, subsequent interviews are a great opportunity to get others’ thoughts. For instance, asking line managers to get involved, or perhaps senior directors, can give you a valuable second opinion.
To learn more, get in touch with us today.
In the meantime, please check our HR Consultancy Birmingham service.
This blog is a lead on from our earlier blog: