Overtime just isn’t cutting it anymore and you need to hire a new member of staff. But between creating your job-spec, finding the right people and training your new recruits, hiring new staff can be costly and time-consuming if not managed well. Use our guide to engage the right people in the right way, and remember, we’re here to help you at each and every stage.
Produce a new job description or update the existing specifications to really pinpoint what you’re looking for in a new employee. Ensure that you have a list of both required and preferred skills and attributes. These will help you narrow your search down to a quality shortlist when you come to make your selections.
The right person could be closer than you think. Is there anyone in your current team who would benefit from moving into this great new position? If not, you may have great CVs on file from past applications that were unsuccessful. It could be that you have already met the right candidate – at the wrong time. Start by sifting through your files for those great people who are already keen on your company.
3. Go Exclusive
If you’re thinking of enlisting more than one recruitment agency, stop. Think about the candidate’s experience. Imagine you’re a talented individual looking for a better and more challenging position. You receive a call from a recruiter. The job sounds impressive, and you’re interested. But then you get another call about the same job, from a different agency. Then you get another, from a third agency. Are you still interested? Do you still feel exceptional? Suddenly that job seems less appealing and the opportunity feels less exclusive.
When hiring, working exclusively with a recruiter makes a huge difference to how your company is perceived by the great people who could work for you.
Ensure applicants are kept in the loop throughout the process – even if they’re unsuccessful. It says so much about your business. Your agent will be able to help with this. At KTP, we handle the communication, ensuring that all parties receive a consistent, quality experience and saving you bags of time, too.
If you’re struggling to find that extra-special person it may be time to approach talented people directly. Dust off your relocation assistance policy – if you have one – as this could be key if your ideal candidate is in another location. Headhunting requires a discreet and experienced approach, so make sure this process is being handled by a senior recruiter in your agency.
6. Show Off
When it comes to meeting applicants, remember: they’re interviewing you, too. Or rather, the business, the package and the perks. A recent US study showed that Baby Boomers, Gen Xers and Millennials ALL valued the chance to learn and grow and the opportunity for advancement above overall compensation. Maybe your role offers training programmes and real potential for career progression. Or perhaps your environment and culture are what sets you apart in a competitive market. Whatever it is, make sure applicants understand what you’re offering.
Once you’ve found that great-fit person, it’s time to help them integrate seamlessly into your team. Ensure that you have a few processes in place to make them feel welcome. It sounds obvious, but lots of companies simply overlook setting up a new employee’s workstation ahead of his or her start date. Create social opportunities for new hires, and make sure that the lines of communication stay open after the hiring process – listen to your new employee’s fresh perspective and ideas to make them feel like the valued asset they are.