Employers: How do you ensure the most efficient recruitment practice?
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Free PDF Download If you didn't secure your dream job at interview, what next? - By Bill Wynn |
As an employer it can be a minefield when you have made the important recruitment decision, "I need to recruit a person for my team".
I would like to give you my take on this; I hope you find this advice useful.
Top tips: How do you ensure the most efficient recruitment practice?
- Have a written job specification. Very often overlooked. I would say that 1 in5 employers have this clearly specified in writing, sometimes less than this.
- Know what skills and experiences are essential, and those that are desirable. If a job specification has been well prepared you will have these already documented.
- Understand what person values you desire. Very important, in the war for talent, it is most important that you hire people with your company values, this should be priority number one when making a decision to hire.
- Have a consistent interview structure with designated interviewees and interview procedure. This demonstrates organisation and makes the interviewee feel valued.
- Use additional interview tools that you value, such a IQ tests, written assessment, psychometric assessments, etc. Do you need any extra tools to make an informed decision?
- Ensure you request references prior or after the interview. Again, many employers still do not check references, if you use a respectable recruitment agency they should have checked for you, but you should always check yourself. If you make a job offer always do so, subject to receiving 1 or 2 good references.
- Be in a position to inform the interviewee of how they have done at the interview, or within an agreed timescale after the interview. Make sure you deliver on this. I am always mystified when an employer takes longer to give a decision to the intervieweethan they stated they would. Don't do this, straight away you loseconfidence in the intervieweeand the recruitment agency may decide to prioritise other employers higher because of this unclear process.
- Communicate with the recruitment agency throughout the recruitment process. Like any good partnership, listening to each other is paramount, be transparent, be honest.
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Free PDF Download If you didn't secure your dream job at interview, what next? - By Bill Wynn |
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About the Author: Bill Wynn Bill is a joint Managing Director of Project Resource Limited, a high growth recruitment business. Bill focuses on business efficiency, business promotion, improving business and team performance, business growth, competitive edge, talent management and acquisition and instilling Positive Mental Attitude (PMA).
Bill has a 1st class honours degree, achieved at Brunel University. After graduating Bill became a lecturer of A levels for a short time, before starting his recruitment career.
Bill is a determined businessman who is dedicated to his family, team and customers. He aspires to achieve perfection in all he does and endeavours to get the highest standards from others. Bill is interested in business partnerships, working with growth companies, professional companies that mirror the professional standards that Project Resource adheres.
"There are no barriers to building a really great company with the management and team involved at Project Resource. Our management team is more capable than any other I have worked with; we all care passionately about what we do and how that impacts our customers. All of our team make substantial investments in the company; it's easy to understand why our people go the extra mile." Project Resource Recruitment Agency
Click here to visit Bill's website.   Recruitment Trends 2010-2020 |
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