Getting Your Recruitment Process Right

Getting Your Recruitment Process Right

Getting Your Recruitment Process Right

The backbone of every good company is its’ people. Your staff are the greatest asset your business has, which is why correct and efficient recruitment processes are so important.

Finding the right people to work in your business can often be a challenge, you only have to spend a little bit of time recruiting the wrong people to find that out! But how do you know whether the person you have chosen for the role at hand is going to end up being great or just a great waste of time? It’s all in your processes.
With the correct processes in place you can identify the right candidates more efficiently, highlight the skills needed for the role and also make sure you are attracting the right candidates.
Because an employee is such an important asset you should treat recruitment like you would a potential new client. In order to get the best candidates you need to market your company, attract the right audience.
As you would with any company advertising, look at the different recruitment methods, for example, using a recruitment company, advertising the role on websites like Monster, Randstad etc., asking employees to recommend friends or family or even putting adverts in newspapers. Analyse the methods available to you and pick the most suitable to your needs, draw upon previous experiences, recommendations and data to make your decisions – and remember to document it! By documenting and tracking the recruitment process you will be better placed to make informed decisions next time.

Once you’ve chosen your method, you need to look at your material. Go through what exactly the role involves, what skills are needed, what experience you would like, what is critical to the role, what is favourable, what will you be asking of your new recruit, are there any improvements to the role you would like to make from the last employee? Use all the information you have on the role and any issues or positives you had with the previous employee to build an honest and detailed job description.

Now you need to sell your company, you want the candidates to really want to work for you, you want to create a desire that will transfer through the role. Rather than describe your activities, describe what you do, what problems you solve for your customers, what your ethos is, what you want to achieve.

Once you have put all of the pieces together and start to get candidates apply you can look at the results, identify the success of each stage by the quality of candidate and use this information for the future. Match the candidates up against your initial criteria and select only the suitable applicants, you may start with no suitable candidates , be patient, review your processes and change your approach if necessary. Don’t just rush in to employing someone because they were the best of a bad bunch because this will only cost you in the long run.

When you interview for the role, create a scoring system with varying levels depending on critical and non-critical requirements. Document all areas, it might be that the person you interview isn’t right for the current role but may suit a future vacancy? If you have everything documented you can look back, learn and develop.

If you want help with creating your recruitment processes including what to do for the next stage, please contact us and we will be happy to discuss it further with you.


Jeunine Crabtree

I have a passion for promoting continual growth and improvement through better understanding of processes. I believe that through process improvement any organisation can take control of their future and reach it’s potential. I have grown my knowledge through working with a variety of clients as well as continual self-development through training.

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