Get back to basics. Keep the advert short and concise, no more than 450 words long. Don’t over complicate it with jargon or lengthy words – keep the content simple. Sell your business so you can attract the right talent. Keep the criteria around the job role, don’t open it out or you’ll receive applicants that aren’t suitable. Make sure you advertise in the right places. And do make sure a trained professional writes an advert so it grabs the right attention.
The job description needs to outline the main duties and responsibilities of the role. It should also summarise the desired applicant skills and attributes. Do remember the bigger picture to when forming the job description, you should outline who they will report to, the role they play within the team, key responsibilities and any other essential information that you feel is appropriate.
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When working with your chosen recruitment partner and you’ve finalised the brief. The recruitment consultant can refine the search, ensuring you see the right candidates that fit your needs. A professional agency should be managing your expectations and sending across suitable candidates for interview. If however, if you feel the cv’s are not matching your criteria, be open with the recruiter, but be thoughtful when providing feedback.
Everything went very smoothly from my perspective and there was good communication links and timely responses.
Timescales are important when going through the recruitment process. It is important that a reasonable amount of time to allow the recruitment agency or employment business to source you the best candidates is given. On the flip side, don’t drag the process out, you may end up loosing out on jobseekers who really do fit the bill – keep to set timescales.
An interview is pretty similar to a sales scenario. As a potential employer, you should be selling the benefits of the business. When it comes to questions, your style should be open and not closed. If you ask open question, you`ll encourage the candidate to talk more openly. Closed questions simply do not work and switch the candidate off. Knowing some of the basic rules when interviewing will help you achieve a more efficient and effective interview, alongside placing the candidate at ease. Here are some good questions to ask.
Interviews can be quite a tense time. Make sure you’re on time. Have you booked an appropriate meeting room? Offer a warm welcome and a drink. Do give candidates the opportunity to relax if they seem a little nervous or appear apprehensive, do your best to put them at ease. That way, you’re bound to get better responses and overall outcome.
Be sure to ask every applicant the same questions. This gives each candidate the same opportunity to perform. Do ask questions that are relevant to the role and make them relevant to the business. That way, you are likely to get more relevant responses that apply to your business.
Manage expectations and be clear about the interview process. You’ll probably leave this to the recruitment consultant to feedback and inform but it`s polite to let the candidate know at the interview stage what the next steps are and do make sure you can stick to the timescales and process.
It’s a given that the right salary is offered. But benefits can really be a deal-breaker too. Offering favourable employee benefits can really make the difference, between candidates accepting an offer or decline it.
Building your brand reputation as sought after employer, will go a long way too. Your benefits do not need to be gold-standard but demonstrating investment in people can be a can both attract and retain the candidates you are looking for.
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You should think about how to retain your new recruits, now that they have joined your business. Tap into their passion to succeed. Work on a career development programme with them that would include a robust training programme. This in turn, will keep them engaged and wanting to excel and grow in your business.
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