The beginners guide to recruitment

This is the first  in a series of 3 blogs designed to guide you through recruiting the right fit for your team whilst avoiding the risks and associated costs of getting it wrong.

Recruitment is one of the key processes every business needs to get right, your people are the key to your future success and competitive advantage.  Many business owners (me included) rush into recruitment without thinking things through.  We can find ourselves stuck with an employee who don’t really fit it or worse still in danger of legal battles through ignorance of our employment duties. In our rush to fill vacancies we can be tempted to make poor decisions, we may feel obliged to offer the position to a family member or friend.  Taking this approach will rarely lead to getting the best person for the job.

This blog will provide you with practical tips on what to include in your recruitment process to help you find the right person with the skills and attitudes to fit into your team.  Remember recruitment is a two-way process, it’s about sharing your company values and visions and finding the right person to join you in your journey.

If you get this process wrong there is the potential for legal action. There are some unscrupulous people who make a living from making claims against employers, you need to avoid making your business a target.

Here’s a reminder of the problems arising out of poor recruitment:

  • Damage to company reputation
  • Cost in terms of time and money of dismissing a poor recruit
  • Lost time in productivity
  • Cost of litigation particularly discrimination*
  • Compliance penalties for breaching GDPR

*There is currently no cap to the compensation awarded in discrimination claims the average compensation for Age discrimination is currently £35,663. I do not need to explain what sort of impact that will have on your cash flow.

Each new vacancy should be viewed as an opportunity to find the best person for the role within the available budget.  In order to select the best, you need to put some effort into the process, once set up you can duplicate again and again, saving you valuable time.

An added bonus of following a great recruitment process is the opportunity it provides to raise your business profile in the market place.

So now you understand the importance of a process what should you include?

Here are 10 steps to follow to create your recruitment process:

1.Clearly Identify the Need
  • Full time 
  • Part time
  • Permanent
  • Temporary 
  • Fixed term /
  • Hours/ Shifts
  • Overtime requirements 
2. Create a Job
Description
  • Essential Skills  – Everything they absolutely must have to be able to perform the role e.g.
  • written English / IT ability / Diving License / Customer Service / etc
  • Desirable Skills  – Everything that is nice to have e.g   /  Languages / Web design

3. Decide How and Where to advertise the vacancy

  • Your Company Website
  • Social Media
  • Internal notice boards
  • Job Boards e.g. Indeed / Monster / Total Jobs
  • Recruitment consultants
  • Adverts – Radio / Magazines/ Trade Publications
  • Networking
4.Decide how and
where to receive
applications
  • C.V.
  • Application Forms
  • Video Entry
  • Examples of work / Portfolios
  • Received by Post/ Email/Hand deliver/ Social media messages/phone calls
5. Decide who will
handle the
response.
  • Business owner
  • Recruitment consultant 
  • Line Managers 
  • HR Team
6. Which selection method or combination of methods to adopt
  • Application form / C.V.
  • Interview – Individual / Group / Panel
  • Skills or Aptitude test
  • Audition
  • Personality Questionnaire
  • On the job test / trial period
  • References
  • Combination of methods

Remember it’s a two-way process so include a tour of the work facility if possible and introduce other team members 

7. How to select the best applicant
  • Rating System
  • Weighted Scoring matrix

Who are the key decision makers?

  • Business owner
  • Manager
  • Team involvement 
  • Shareholder involvement
8. How to handle information in
compliance with
GDPR
  • Safe Record keeping –
  • Data Policy Statement for applicants
  • Process for recording and deleting applicant information (see blog 3)
9. Making an offer / Acceptance and contracts
  • Verbal 
  • Written Contract
  • Statement of terms and conditions
10. On boarding
  • Pre-Induction 
  • Induction 
  • Handbook
  • Policies and procedures
  • Working practices

You now have the basis to create a great recruitment process.  In the next in the series of recruitment blogs I will give tips on which questions to include at interview and some to avoid.  I will also advise on how to avoid making mistakes that could lead to costly legal cases.

If you have questions or need more help at this stage please get in touch by email : johanna@jorivers.co.uk.