Thank you to all those who attended our Superstar Selection Masterclass on Thursday 1st November at the Hub – it was great to see faces both regular and new.
Recruiting your workforce and your teams is one of the most important areas to get right – and it’s not just about a bum on a seat.
Not only can the whole recruitment process carry an substantial cost to the business in time, money and efforts, but the wider implications of getting ‘the wrong fitting’ candidate on your business and workforce can be significant.
With 25% staff reportedly leaving a job in the first 2 years of employment and the average cost of recruitment sitting at 3,000, getting the right person to fit your Company and your vacancy is financial business-necessity!
Now of course, we can’t wave a magic wand. There is no guaranteed certainty that the candidate you’re looking for will be looking for your job at that particular time. However, there are a few things you can do to make sure your recruitment process is robust and runs smoothly, which will help increase the chances of success first time around – and we believe that good preparation is the key.
Prep before you advertise
Think about whether you want to advertise for the same role again or something slightly different and ask yourself some questions. Did the old role work? If not, why not? Is this an opportunity to redesign the team? Have employees in the role given any feedback that might be useful either verbally or written in exit interview? Is the job description accurate? Have you got a comprehensive person spec that fits your Company values and behaviours? There are dozens of questions to be asked and answered before you even think about advertising – even if speedy recruitment is important, don’t rush the important stuff!
Where are you going to advertise? Social media? Online? Agencies? Think about where you need to advertise to reach your target audience, what type of advert, what time of day, what geographical region are you advertising in? Think about the branding – how do you want your advert to look? This is the first impression a candidates gets of the Company. Then make sure to include crucial information – the stuff applicants want to know about – shift patterns, physical requirements, contract type, location, travel requirements, salary. Notoriously, those who advertise with “competitive salary” or “variable hours” will either get less interest in the job, or spend more time answer emails and phone queries about this from several interested candidates before they decide to apply.
Shortlisting your interviewees
Have a vigorous shortlisting process, based on essential and desirable criteria and be transparent in your methods. Document how you’ve shortlisted (and be prepared to defend it if you’re challenged) and remember – only candidates meeting the essential criteria should be shortlisted – otherwise it’s not truly essential! Think about other methods of shortlisting – telephone interviews, skills testing, Skype interviews and many others can be useful additional tools before deciding whether to go to face to face interviews.
Prepare in advance of the Interview
Take time to actually read the interviewees applications (Rookie mistake but a common one!) Prepare the right questions. What are you looking to measures and do your questions measure that? Look for gaps in work history and any anomalies or particular areas of the application you want to question further. Think about the tone, pitch and pace you want the interviews to flow at.
Think about date, venue and timing. Who will meet candidates and who will be on the interview panel? Are all interviewers asking a few questions each or is one talking and one scribing? Consider work trials, in-tray testing or assessment centres as part of the interview day. And be sure to follow up with all candidates after interview, not just your successful one. It doesn’t take much to thank someone for their time and advise them they were unsuccessful. After all they’ve taken the effort to prepare for you, so respectfully do the same and notify everyone of the outcome.
Making that all important selection is the best bit, isn’t it?! You’ve done all that hard prep work and now you get to choose your prize! Make sure not to rush it or base it on the most charming candidate of the day. Review all interview notes and score with pre-agreed and consistent systems. Get panel and other team members views. How polite where they at reception? Where they shadowing a member of staff? If so, were they friendly and professional? Did they ask questions?
Don’t forget to ask the ‘Ultimate Test’ question. Does that person seem a good fit? Could you envisage yourself stuck in a lift with them for an hour and not want to kill them?! Because cultural fit and individual personalities are just as important as the skills, qualities and experience a person possess. Getting the wrong fitting person in your job whether it be a skills, experience or personality issue, will cost you in the long run both in money and efforts, and you’ll eventually find yourself right back at the beginning of your recruitment process again.
Looking after your Treasure!
Once you’ve found your successful candidate, make sure a verbal and written offer is made promptly. Conduct any pre-employment checks swiftly to avoid unnecessary delays to their start date and once through the door induct them appropriately. Communicating your values and behaviours expectations early on in conjunction with a clear induction plan that properly welcomes newcomers will help them feel more engaged and more quickly embedded within the team and the Company.
And there you have it. We realise none of this is rocket science, but it’s all really important stuff! Spending a little time planning up-front will save you a lot more time managing a poor-fitting, seat-filler situation later down the line. Be smart, be prepared, be thorough – and find yourself a Superstar!
For help with any of your recruitment needs just get in touch by calling our experienced and helpful team of experts on 01736 339384 or email HelloThere@sapiencehr.co.uk.