Get Your Recruitment Right First Time
Are you planning to recruit new staff in 2017/18?
If so, congratulations. Bringing in new talent to help you to nurture and grow your business is often a huge indicator of success, and it can give you a really big push towards your goals.
If you’re new to the field of recruitment though, you need to take a step back and get a few things clear before you move ahead. Any mistakes in the process could be very costly, but they’re also pretty easy to avoid.
Here, we’ll take a look at the practical steps you can take to make sure that you get it right first time.
- Ask yourself whether you really need to recruit
Okay, so this might seem like a no-brainer. You need another pair of hands, so of course you need to recruit, right? Well, not necessarily.
There are a number of options you need to be aware of. First of all, go back to the drawing board and think about what you want out of your business. What are your big, overarching goals? If you want to build and manage a team, that’s great. But many people don’t. They’d prefer to just focus on doing what they love, whether that’s fixing cars or designing dresses, and they don’t want the stress of becoming the big boss. When you are busy another pair of hands seems like the ideal solution but they won’t be your hands, so they need supervising which takes you away from doing what you might love and initially however good the other person is you will need to train them in your ways. So short term this means more work for you not less.
If you’re questioning whether you really want to take on this responsibility, you could consider hiring a temporary member of staff just to see you over the busy period, or bringing in freelance help on a contract basis. You get the benefit of extra help, but without a lot of the stress, and it’s much more flexible.
- Consider how you’ll find the best talent
The job market is tough right now for people looking for work, but that doesn’t mean that you don’t have to pull out all the stops to get the right people interested in your role.
What do you have to offer? What’s the benefit of working for your business, aside from the salary? How can you communicate this with the right people? The go-to option is often placing an advert in a local newspaper/job board or floating it on social media, but that’s not always the best route.
You might want to widen the talent pool by advertising online, or you might decide that you can find the best people through targeting specific people using LinkedIn. Be strategic, and dig a little deeper before you rush into anything.
- Get your processes right
Always remember that the recruitment process works both ways. You’re looking for the best people for your roles, but even in this tough economic climate, high-calibre clients can often afford to be choosy. Don’t give off the wrong message about your business because you haven’t planned your recruitment processes sufficiently well enough.
This starts at the very beginning of the process. How are you communicating with candidates in a way that demonstrates that you value them? How are you giving them an experience that is representative of what it’s really like to work with you? And how are you ensuring that you’re grabbing their attention and making your offer more compelling than that of your competitors?
Recruiting doesn’t have to give you a headache, but you do need to be prepared and really mean business. Need help with your upcoming recruitment drives? Call now for a no-obligation chat.