There is an art to recruitment – those businesses that tend to recruit the best people understand how it works. If you’re looking to find great candidates for your business in the new year then you might have to rethink in terms of the process that you use.
The trick is to start recruiting before you need to
Mistakes in recruitment tend to happen if you’re forced into going through the process under pressure. You may not have the resources in place to find the best people and you might feel that you have to make a decision using a basis that you’re not entirely clear on. You don’t have to wait until you’re hiring to start building relationships with great candidates. or to work on the perception of your business that future employees are likely to encounter. The more you establish relationships and systems, the easier it will be to activate them when the time comes.
The key components in recruiting good candidates
When you embark on the recruitment process make sure that you have the following in place:
A useful job description
This should “speak” to the right potential candidate, informing them not just about the job itself but the type of person who would excel at it and the business culture that exists in your organisation.
The time to dedicate to the recruitment process
Particularly at the initial screening stage it can be time consuming to go through CVs – but it’s important to do it thoroughly.
A strong interview structure
It’s key to develop interview questions in advance – avoid any with a “yes” or “no” answer and focus on the questions that will give you insight into the characteristics of the candidate, not just skills and experience.
Where to find your ideal candidates
Many organisations make the mistake of looking in a limited number of places for candidates – which effectively restricts the talent available. In fact, there are lots of places where you can seek out new people for your business.
Word-of-mouth and employee networks
If your employees love working for you they are the best brand ambassadors when it comes to recruiting other top talent.
Industry groups and memberships
Your own networks and organisations and events (such as conferences) that regularly take place within the sector can be fertile recruitment ground for any business.
Dedicate a section of the website to “jobs” or “work for us” and provide any potential candidates with the information they might need to get in touch about making an application. Many of the best candidates are proactive in their job search and will find you first online, so ensure that your website shows the business off in its best light, including what the perks are for employees.
You may have a pool of fantastic candidates but only be able to recruit one – that doesn’t mean you need to let the others escape you. Stay in touch with those who are interested in working for your business, from giving them the chance to sign up for the newsletter to sending out regular recruitment briefings.
There are lots of options out there to help support every aspect of your recruitment process. From agencies and headhunters through to online recruitment websites and social recruiting experts, you don’t have to do it all alone.