How to get your recruitment processes right
Recruiting can be a minefield but if you follow some simple initial first steps to create reliable recruitment processes you can improve your chances of getting what you want….
Whether “recruiting for attitude” or seeking out niche “skills and knowledge” step 1 is to critically review your vacancy. Examine the job description e.g. look internally to see if others could benefit from taking on developmental duties from the leavers role, are all duties still relevant, what other group of duties would sit well within this role or is the role no longer required at all? Shape and future proof the role to aid the development of your business.
Check in on your company mission, vision and values checking that you are recruiting for someone who will fit the culture you have or are aspiring to achieve. By embedding key language in your advert and job description/person specification you optimise chances or communicating what you are all about and what “behaviours” you are seeking in a candidate.
Include practical information, what would you want to know? An advert is the initial form of communication, it sounds obvious but a location, salary, specific hours or particular “essential criteria” should be obvious from the start so you don’t hook the wrong fish! If you are exempt from the Sex Discrimination Act or if a driving license is required, make it known.
When is an interview not an interview but still an interview?
Interviews are like baking cakes… there are so many ingredients to consider all affecting what you will end up with!
121 face to face or panel interview may not be the most fitting approach. An approach should be tailored to the position to which you are recruiting. For example:
- Teachers and trainers – Design a micro teaching session with learners, observe with a set of scoring criteria. Use actual students in the micro session and ask for their feedback.
- Warehouse staff – Whether picking orders or moving items from A to B. Practical and physical observation tests/controlled activities where you get to measure for speed and accuracy are a good idea.
- Testing maths and English – Do it… if simple maths is part of the role then give maths questions. If writing to customers and clients is required, even if just via email, assessing free writing (and not just an application form or prepared CV) should be carried out. You could even if you ask them to write out where they see themselves in the next 10 years…! That way you see handwriting, grammar and spelling in its rawest form from your prospective new employee.
- Seeking out team players – Best for a group interview scenario. You can ask questions “can you describe when you have been part of a well-functioning team and what made it work?” or you can group interview candidates and ask them to carry out a collaborative task observing the characters and traits. You can score for those who listen well, form reasoned debate points or consider those who are quiet in the room.
Don’t forget: As you develop your recruitment processes that once you have a recipe that works you can re-use again and again.
At ELCONS Employment Law we advocate best practice in recruitment processes. Not only to attain the highest calibre of new starter but also to ensure you protect your business from claims during the process. for more information, please go to: ELCONS website