The Long and Winding Road of Recruitment
Author: Arlene Frater
Recruitment is a headache. Let’s make no bones about it, it’s complicated, time consuming and expensive. However it is even more expensive if you get it wrong.
So where do you start? Everyone needs a plan and a process that you can follow. So how do we plan our strategy? Firstly you need to look at the position you have vacant, is this position going to change? Do you want someone to come in and do exactly the same role?
This could be an opportunity to look at the team as a whole and see what area you are lacking skills and create a new position from these skills. So your first step has to be to evaluate the skills and qualifications required for this role. This includes agreeing on the level of experience you require. You must remember due to the Employment Equality Act 2006 you cannot define a specific number of years but you can ask for a significant amount of relevant experience to differentiate between an experienced professional and a new graduate.
Make sure you split your skills into essential and nice to have, you have to be realistic it is unlikely you will be able to tick every box so know the ones that matter!
Think about a person specification as well as a job spec, what kind of person will fit in to your team? Do you want a “go-getter” or a worker who does their work well but is content with their lot. Team fit is important, they have to work together and a harmonious team will potentially be more productive and in turn hopefully increase your profit.
Ok so you have your job and person specification signed and sealed. Where do you advertise? There are various ways to advertise a job; use recruitment agencies, job boards, news papers – the list is endless. They all have pro’s and con’s, job boards can prompt CV’s from every Tom, Dick and Harry unless properly filtered but they get your name out there and are not overly expensive. Recruitment agencies may be more expensive but you can be very specific about who you are looking for. If you choose an agency be upfront about what you are looking for, don’t let them bulldoze you into reviewing CV’s that don’t have the essentials ticked. They are working for you, so make them work!
Screen your CV’s for the “essentials” on your job spec. If they are not there, move on to the next one. You wrote an “essential” list for a reason so in the first instance don’t back down. Obviously if the search proves unsuccessful you may have to do some market research on whether what you are looking for is actually available.
If you have eight or more suitable candidates, think about telephone screening or a meet and greet rather than setting up two hour interviews which prove to be a disaster after the first ten minutes. This will allow you to call back the best candidates for a longer more thorough interview, think about a task you would like them to complete in the interview e.g. role playing is a good way to see how well they would cope in a customer facing situation.
Be prepared, make sure you have read their CV and highlight any areas you want to query. The right questions can make the difference – what do you really want to know about them? How much work have they put into the interview? Why do they want to work for you? What is their weakness; this can be a much more enlightening question than tell me your strengths!
It is not an easy process and you should know when to ask for help. If you google HR Consultancy Scotland, there are a wealth of companies available. You need to make sure it is the right one for you, we believe employees are your most valued assets. Why not trust us to help you increase your business profit and productivity using our Simple techniques.