We have all seen the positive news about jobs and businesses bouncing back after Covid, lockdown and restrictions. Some of you may be thinking about hiring new people and expanding your business. In recent times the job market has changed and is swinging from being candidate rich with 100’s of applicants for every job, to a situation of candidate scarcity where you may only get a few people apply. There are lots of jobs. A clear strategy for recruitment is needed and not just a ‘bums on seats’ approach. Here are some tips for successful, effective recruiting now.
Be clear what you need to attract the right candidates
Create a clearly defined job description that outlines the role, its responsibilities, its scope, and scale and the relevant experience and skills required, so applicants know if the job is right for them. Job descriptions are useful for defining the role, creating an advert, and supporting the interview process. They are also useful for developing and measuring performance and creating learning and development plans for your new member of the team.
Be open minded, how can you appeal to the candidates you want
Think about how you can attract people to your role. What will give your workplace the edge over others? You may not have the budget for top-end salaries and amazing benefit schemes, but you could make the role appealing by being flexible on start and finish times, working hours and patterns, where your people can work and even what the development prospects are. Be open to diversity and consider a shorter working week for parents and carers or part time students and apprentices. Job adverts need to be clear and practical as well as sell your company and the opportunity.
Consider how you will find your candidates – make a plan
There are many options, and this might be via your own website, job boards, recruitment agencies and social and professional networking media such as Facebook and or LinkedIn. You may need to cast your net out wider and depending on your needs, could consider local colleges, the job center and even your own network. Don’t overlook your current people and their talent. Could they be developed into a new role and help recruit and train the person taking over from them?
You will also need to think about the application process. Do you require a cover letter and or CV, this is simple and a common method? Application forms are useful but can be time consuming for the candidates to complete and creates repetition in the process. Job boards make the process easy, and some offer selection questions to narrow down the appropriate person with the right skills. Consider the timing and how long the advert will be open for and plan and communicate the assessment method (usually interview process) and set aside dates and times for efficient planning.
Consider how you will select and assess your candidates
Plan the assessment method and this might include phone interviews (to help screen), tasks and presentations (to test for skills), interviews (to get to know them and vice versa). Consider the needs and diversity of candidates such as timing of the assessments, neuro diverse needs in assessment, disability needs in accessing the interview for example. A simple process will cut down on unnecessary steps and avoid losing great candidates who might get snapped up by faster acting companies.
Don’t forget to acknowledge applicants promptly so they know you have seen their application. Your process should be a good experience for them, allows them to shine and showcases your organisations culture.
The job description is useful for creating the short-listing criteria for who will be assessed as well as the main assessment itself. It is helpful to widen your short list to maximise diversity opportunities. This is not only to see the best people but also to ensure a fair and objective process of assessment and selection. Make notes of the interview for objective scoring and selection. Remember to keep records of your actions, observing data protection regulations regarding how you store, record, and use people’s data.
Meet The Author:
Karen Blackwell FCIPD, is the Founder/Owner of Your HR Support Ltd. She has a wealth of Knowledge covering HR Services, HR Contracts, policies, processes Employee relations Employment tribunals Performance management Pay and Reward Restructure and redundancy. If you like to contact Karen for more information or help with any HR issues CLICK HERE