When it comes to recruiting staff, no matter the size of your business, there are several factors to consider before you even put pen to paper and write a job description!
Within this article, we share with you our advice and top tips when recruiting staff for your business.
Take your time- Recruiting can be time consuming and it is easy to rush the process. Take a step back and look at what skills you think you need to bring in to the business; also what tasks and duties might you want this person to undertake.
Don’t hire friends or family- A quick fix to a problem might be to hire a friend or family member. It’s difficult to keep the work / personal separate, if someone isn’t doing what they should. It’s even harder to discipline or dismiss.
Have a budget in mind- If you are unsure what you should be paying, have a look online at similar roles in your area and see what the average salary is. Only select people who have put their salary expectation on a covering letter that meets your budget and ensure the salary is clear on the advert. Include in the budget, Employers National Insurance Contributions as well as Pension, as you will be responsible for this. Benefits and holidays are as important as the salary, so remember to factor these into your budget too.
Job Spec- Now you have an idea of what you are looking for and what you are paying, you can put together a job spec. Include duties / responsibilities, experience / skills required and qualifications.
Skill Assessment- Depending on what you require them to do, you could assess their skills by creating a mini assessment or invite them in for a half day working interview.
Second Interview- First interviews are not enough. These should be just competency based. The second interview is about personality and setting the expectations of what you require. So you have found the one, what do you need to do now?
Do your check- Send an offer letter, always check references and proof of right to work. Have an induction pack ready on their first day and a contract of employment should always be signed by week 8. Set them up with payroll and have a work space ready for them. Do they need any equipment to carry out their duties?
Obligations- There are certain obligations you must carry out as an employer. Health & safety and wellbeing as well as legal obligations, employment law and common law duty of care (ACAS 2016)
Methods of Recruiting
Free of charge – use the Job Centre plus word of mouth and social media are all great ways to get the word out but if you are short of time and are unsure how to do it, then use an agency. Not only can they write the advert and keep you in line with legislation but also they will only put suitable candidates in front of you, proof of right to work will be checked, skill assessed and the interview with the recruiter could be considered as the first interview.
What NOT to do
1. Failing to recruit strategically
2. Rushing the process or the process being too long
3. Focusing solely on money
4. Listing job requirements that aren’t actually required
5. Not delving enough into the CV and references
6. Limiting your search to the “perfect” candidate
7. Using confusing and poorly written job specs
8. Poor interview techniques
9. Having too many people in the process
10. Not selling the job or company
For help with your recruitment strategy, contact LH Recruitment on 01254 271024