As any good employer will tell you, the most important component of any company is the employees. Motivated, qualified, and passionate employees. Finding these people can be exceptionally difficult if you don't know where to start. The key is in the recruitment process, managing it effectively from start to finish and ensuring all quality measures have been taken.
Finding a needle in a haystack can sometimes seem a more achievable prospect than finding the perfect candidate. Hopefully, your recruitment process isn't quite as time-consuming as sifting through hundreds of candidates until you find that promising, shiny one. To avoid this from happening, it is important to set a few fundamental rules to follow.
Each stage of the recruitment process is just as crucial as the next if you are to attract the very best talent. To skip a step or take any shortcuts can undermine the quality of the end product you seek. Below are 5 of the most important steps to follow when recruiting for the perfect candidate.
If you are to have a clear plan for your recruitment drive, setting a time frame is fundamental. Don't worry too much about sticking to an exact day, as allowing some leniency will help to prepare for (almost inevitable) unexpected delays. But giving yourself a deadline for each step in the process, such as shortlisting and interviews, will generate the urgency it requires.
The next challenge is to choose the right recruitment strategy to suit the job that you're hiring for. The differences between contingency and retained recruitment can vary from agency to agency, but it's worth noting that retained recruitment strategies tend to be a little more bespoke and therefore lend themselves to more high-end, niche roles.
Building a job description can either be very easy or very hard, depending on your closeness and familiarity with the role. More technical roles, such as IT or Engineering, will often require skills and experience in using very specific software and machinery. Explaining these details as clearly as possible is crucial if you are to find the most suitable candidates.
Shortlisting & Interview
To arrive at the shortlisting process is somewhat of a celebration to employers. The key to making the shortlisting process as efficient as possible is to become 'ultra-critical'. Consider finer details such as their proximity to your business, their experience, and their applicable skills/qualities. At this point all shortlisted candidates should be competent enough to do the job in question, otherwise, it's a pretty poor shortlist.
Having whittled down the thousands of CVs and interviewees, you're left with one. You're totally confident that you've made the right choice, as they seem more than competent at everything you threw their way. Nothing to worry about right? Wrong.
You still have to deliver a quality induction to this candidate for two main reasons. Firstly, although they know what the job entails, they don't know how your company actually operates, so you need to show them. Introduce them to all of the staff members, show them where the different offices/departments are, even tell them what local shops are handy for their dinner breaks.
By carrying out such a thorough recruitment process you are also potentially future-proofing your company for years to come. Ensuring a candidate is a perfect fit for the role, and overall working ethos of the company will increase your chances of employee retention- leading to less hiring campaigns down the line and more money and time saved.