Recruitment dos and don’ts

The CEO and President of National Information Solutions Cooperative, Vern Dosch, once said: “We can never fall short when it comes to recruiting, hiring, maintaining and growing our workforce. It is the employees who make our organisation’s success a reality.”

We strongly believe this and over the last 17 years, each and every one of our 200 staff members has been recruited in the belief they can help the company grow and become the successful business it is today.

However, as with many things in life, recruitment hasn’t always been plain sailing, so we thought we’d look at some of the lessons learnt, and what your business should and shouldn’t do when looking to make successful appointments.

Don’t rush the process

Perhaps the most important rule to stick to. Even though you may be in urgent need of staff, taking the time to separate the superstars from those who just won’t cut it, can save a lot of time and money in the long run. Recruitment is a process and will take time, money, man power and energy. One way to help with selection is to recruitments on a regular basis and always maintain an eligibility list.

Don’t wait until it’s too late to recruit

Do not wait until your department is in dire need to start recruiting. Plan out the process from start to finish with as many details as possible already thought out. Draft up a job announcement with the requirements, job description, benefits, application filing process and contact information in advance.

Have as much as possible ready and in place as you can, so when that rare need arises you are prepared.

Don’t settle for first come, first served

Some of the most desirable candidates may already have jobs, families, hobbies and other things going on, meaning they may not have time to quickly apply for the job straight away. If you want to limit the number of applications, putting a time constraint on it won’t help to find the best people for the job, just those with time on their hands. If you want the most qualified candidates and need to reduce the numbers, simply up your requirements. You’ll soon find out who is still suitable for the challenge at hand.

Stick to what you said in the first place

Don’t post a role at a salary that you have no intention of hiring at or for a full time job when the candidate will be hired on a contract first.  It may feel like with unemployment as high as it is, you might just find someone who is willing to settle for the lower salary or take the contract. However, what about the candidates who get turned off by your approach, they could tweet or Facebook a negative sentiment about your business.

Test, test, test!

Naturally your business should want to see if the person you are looking to hire is capable of the job itself and how they would fit in with the current team. Businesses who don’t test the skills of potential employees are taking a huge gamble and leap of faith and we would advise against it. The test (or tests) should be a reflection of what the job will be like on a day to day basis to see how they handle the challenge and any pressures. Seeing how they interact with your staff will give you a glimpse of their personality, which could be a deal-breaker.

Sleep on it

Coming full circle to where we started off, the recruitment process is not one to be rushed. The urgency to fill the role cannot overwhelm the importance of finding the right candidate.  Avoid being pressured into a hiring decision, after all, a good candidate today will be a good candidate tomorrow.

If you follow the tips above, you should find recruiting your next team member runs easier than ever before, but if you still have problems, you might need to turn to our latest recruitment idea, Talent Hunter!

This forward-thinking innovation allows us to continue to work with recruitment agencies and individuals, but on terms that better suit our business. It encourages people to put forward individuals they deem appropriate for advertised positions. In return a ‘bounty’ will be awarded, if the candidate proves to be suitable for the job – with some roles offering up to £5,000!

You can read more about it and how to get involved on our website here!

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