Top tips for hiring managers to ensure the recruitment process is successful.
The recruitment process often conjures up mixed feelings. You know you need the extra help and it’s exciting to think what a new member of the team can bring to the company but at the same time, it can be lengthy, disruptive to your job and there’s always the risk that your new hire isn’t going to work out.
What few companies realise is that all these fears can be minimised with the right preparation. As the old saying goes ‘by failing to prepare, you are preparing to fail’ and this couldn’t be more apt for the recruitment process.
Below we have highlighted some top tips which will increase your chances of success while minimising any potential disruption.
Write a job spec
It sounds obvious but it’s surprising how many companies start the recruitment process without a clear idea of what they actually want their new recruit to do. Not only does this make hiring someone more difficult, it can also cause conflict once someone starts the job because they may not be doing the role they thought they were going to be doing.
A good job description should include the primary functions of the job, how the tasks should be carried out and the skills needed in order to complete the job. It should also address potential questions about the position in the future. Always try to ensure you include the following in your job spec:
- Job title.
- Salary range.
- The purpose or objective of the position.
- A detailed list of specific tasks with the most important duties appearing at the top of the list.
- A description of who they will be reporting to and who will be reporting to them (if anyone). Also mention which departments they will be working with.
- The skills and experience which are necessary to perform the job.
- A description of the ideal candidate.
- Detail where the job is, if travel is required, the days and hours they will be required to work and if there will be any overtime.
Build a profile
It’s absolutely key to build a profile of the person you want to hire.
- Do you need to hire someone on a temporary or permanent basis?
- What type of person will work best in the role and with the existing team?
- What are the skills, knowledge and experience required? Be clear on what is absolutely essential versus what would be nice to have.
- Think about the gaps you have in your current team – what skills and characteristics would benefit and help fill them?
- What has/hasn’t worked in the past?
- You’re not going to conduct interviews which are a waste of time.
- You’re going to find the right person much quicker.
- The person you hire is more likely to be the right fit.
- Your new recruit is more likely to stay in the role for much longer.
If you and everyone involved with the recruitment process has identified all of the above before you start interviewing, it can benefit you in a number of ways including:
Utilise your recruitment agency
If you’re using a recruitment agency, remember, they’re there to help you through the entire process, not just to find you CVs. Give them a call at the beginning of the hiring process and they can help you with your job spec and building the ideal candidate profile. The more they know about what you’re looking for, the more likely they are to find you the perfect candidate.