You have a vacancy to fill, which is no mean feat and certainly not a cheap one. Employment law is a minefield and you’re just not sure what steps to take. If you feel overwhelmed about the recruitment process, you can read the hiring manager tips at https://hrresourceguide.com/hr-topics/. You should choose a reputable and authentic website to know more about HR resources.
Worry not, the guidelines below reveal top tips for hassle-free recruitment:
Job description and person specification:
Before thinking about drafting an advert, write these two important documents first to determine what skills and behavioural competencies are required in order to successfully perform the job. It is worth enlisting the help of those currently in the role or even the person who is short to vacate it, for a more accurate account of what is required.
Advertise:
The advert should be succinct and provide a clear outline of the job on offer whilst remaining brief. Salary and benefits do not need to be disclosed, however they obviously help in attracting applicants.
Choose where to publish your advert carefully, would an industry-specific publication be your best bet or the local newspaper? Is visibility via the company website alone, enough to generate responses?
Make sure you are not excluding particular groups by your choice of media (i.e. an ad published in a woman’s magazine is not likely to be seen by men). Decide how you want candidates to apply: CVs or an application form?
Screening:
Using the job description and person specification, you will be able to easily determine which of your candidates possess the necessary skills, as requested, to carry out the job from the information on their CV. For those you are rejecting, there ought to be a clear and fair reason for doing so.
It is advisable not to use social network sites to vet applicants, as you will be privy to information that is totally unrelated and not applicable. A rejection based on something discovered on a social network site can lead to discrimination claims. Be courteous; advise unsuccessful candidates that they have been so.
Interviews:
What form of interview is required? One stage, two stage, testing, on the job trials, presentations? Come up with a plan and stick with it. All interviews must follow the same format and the questions asked need to be appropriate to the role. Avoid referring to your applicant’s personal life, i.e. martial status, family. All questions must be consistent.
The decision:
Keep applicants advised in a timely manner, make a decision by Friday if that’s what you have promised. For those who have been unsuccessful, provide them with polite and constructive feedback and always thank them for their time.
If candidates feel they have been treated fairly, then they cannot argue with a rejection. They may even tell others about how professional the process was and apply again in the future. Word of mouth is a powerful tool.
Remember, the recruitment process is a two-way street. It does not just enable an employer to find a new employee, it also gives the applicant a feel for and idea about how a company operates. Poor communication and disorganisation do not give a good impression. Applicants have just as much right to reject an employer.