Tips for effective recruitment

By all accounts, this year is set to be a busy one for companies taking on new employees. A recent article in Lancashire Business View reported that 86% of Lancashire businesses were planning to create new jobs in 2015 – a big increase on last year’s 68%.

By Karen Credie, KMCHR.

Furthermore, a study by the Institute of Leadership and Management (ILM) found that more than a third (37%) of British workers are planning to leave their current job this year.

Getting recruitment right is notoriously tricky; failing to find the correct fit between employee and employer can cost businesses a lot of money – especially when investment in training or recruitment company services have been made.

Here are some top tips on getting recruitment right in the first place, saving you time, effort and investment.

Review your application form

If you use a standardised application form, make sure you review it; checking it is relevant for each new job; depending on the role in question, it may need adapting. Always ensure that an application form avoids questions that could be construed as discriminatory eg. questions about age or medical history.

Get the job advert right

Crafting a job advert to attract and persuade people to want to come and work for your company is no easy task. A good job advert needs to communicate your essential requirements, the benefits of working for you and provide a clear way to apply. Avoid vague job descriptions; you should be clear about the role and the activities that will form the job and include a person specification so the applicant knows whether the role is suitable for them. Remember that any job advert you put out there is reflective of your company, so make sure it shows you in a good light. Job advertisements are a form of advertising, so use the space to sell your company to attract the best possible candidates.

Don’t be afraid to put skills to the test

Depending on the type of role you are recruiting for, it may be appropriate to include some sort of assessment as part of the interview process. This would unlikely be viable at the first stage of interview, but if there is a short-list of 2 or 3 candidates, this process can really help you to make the right decision. Don’t presume a test is just for manual jobs – appropriate tests for office-based jobs can be very helpful too to test typing speed, writing ability etc.

Look beyond the obvious applicants

Remember that the best candidates for your job are often not those that respond to a job advert but those that are in employment with another company. Sometimes, you need to cast your net a bit wider to attract these candidates or even make a direct approach. In some circumstances and especially for more senior roles, employing the services of a head hunter or recruiter can pay dividends.

Get the paper work in place

Once you have selected an applicant for the role, make the offer in writing, subject to the signing and return of the contract of employment and receipt of satisfactory references. Always follow up references as soon as an offer is made. You should also obtain two forms of identification from the successful candidate. If they require a permit to work in the UK, ensure that you obtain the correct written documentation to avoid criminal liability and a fine of up to £20,000 per illegal worker. For further advice on recruiting staff, to talk to KMC HR about employing our services to help interview candidates or provide training for interviewers, please contact us.