The basic principles of effective recruitment
Building a successful team that will stay with your business in the long-term takes time and effort.
Define the roles you are recruiting for as precisely as you can and bear in mind that a job description must work both ways. It’s not only an opportunity to attract candidates – it must also enable applicants to decide whether they are right for your business. As well you know, attracting unsuitable candidates wastes your time and money.
In any business recruitment activity, paying attention to details is critical. When you advertise, include, for example, the position that’s on offer, and whether the role is permanent and full-time. What responsibilities will you expect the recruit to do and what level of experience must be met? As part of the business recruitment process, outline the benefits of joining your company. It’s a good idea to include the personal attributes you are seeking as this can help you narrow your recruitment choice.
The cheapest way to handle staff recruitment is through the grapevine – let the people you work with, your suppliers and other business contacts, know you are looking to recruit. Turn to your local job centre for recruitment advice – services are free and they can also arrange space for you to carry out interviews if necessary. Press ads are an expensive choice when it comes to recruitment so plan them carefully – ensure the ad stands out and that it does not fall foul of discriminatory rules relating to gender, race or disability. Do not refer to age, race or physical abilities or use language that might suggest you are seeking somebody young or old as you could be accused of discriminatory practice.
Staff recruitment agencies often have steep placement fees but these can be negotiated – particularly if you decide to use them on a regular basis. If the recruitment is for a very senior role, consider hiring a headhunter on a project basis who knows your sector well.