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8 steps to successfully recruiting new staff

Posted by: Lynn Sedgwick

Hiring new staff is no easy task. You need to consider any relevant qualifications, hands-on experience, area of specialism, salary, bonus; the list of things to think about is endless. Yet that doesn’t seem to stop companies from hiring; the latest figures from the Office of National Statistics indicate that employment rates are at 75.6% - the highest rate since 1971.

Despite economic pressures and doubt over the UK’s future relationship with Europe, businesses are still hiring employees in their droves. With all that recruitment activity going on it’s easy for the process to cause upheavals to the day-to-day running of your business. That’s why we’ve put together a guide to make your hiring process as efficient and effective as possible.

Tips for hiring the right candidate

Whether you’re taking on one person or a whole new team, follow these steps for a smooth and successful hiring process:

  1. Act fast: When a candidate responds you must act quickly. The longer you wait to get back to someone who shows an interest in working for your company, the greater the risk of them being snapped up by the competition.
  2. Project your brand: Treat your potential employees like you would your clients – show them what’s so great about working for you and demonstrate that your business is an attractive place to work. For a greater insight into employer branding our blog has everything you need to know.
  3. Avoid mistakes when hiring: It is absolutely crucial to get the hiring process right, not just from a business perspective, but from a legal perspective. Ensure that the person handling your recruitment is experienced and has a sharp eye for detail so that you won’t be exposed to accusations of discrimination or lack of due diligence. This will avoid costly legal proceedings and a lot of embarrassment. Which takes us to our next point…
  4. Dodge recruiting blunders: Ensure that your recruitment agency is experienced and won’t make costly errors. Having an external recruitment provider cause an issue is unlikely to be any less embarrassing or uncomfortable than if the mistake was made in-house.
  5. Be clear on how you will go about recruiting: Will the process be in-house or outsourced? Will there be a single point of contact within the business, or will recruitment be handled by a group of people? Having a clear process in place ensures all parties know where they stand and will enable those responsible for hiring to respond quickly to candidates, giving you the best chance at hiring the right person. 
  6. Be transparent: If you’re going to attract the very best talent – and retain that talent – you need to be upfront and clear about everything: expectations, culture, the type of work available, salaries and bonuses. Any unexpected surprises could just put potential candidates off your business or see them jump ship shortly after joining you.
  7. Have a plan for the interview stage: A clear process for assessing candidates is crucial to screening the most suitable talent. Again, it’s worth considering whether this is something that will be handled in-house or externally. If handled externally, ensure that your recruitment consultant has clear guidelines as to what you are looking for – they may be able to conduct a brief initial interview with candidates and narrow the focus of your search, so you can consider only the best. 
  8. Ensure the recruiter understands the job spec: Nobody knows your staff or the vacant position you need to fill like you do. That’s why it’s so important to give a clear, detailed and accurate job description to whoever is doing your recruitment – especially if you’re handing the task over to an external recruiter. Make sure they understand the job spec entirely, as being able to accurately represent your business to prospective employees stands you in good stead for finding the person with the skills and experience needed. It may be a good idea to enlist the help of a reliable recruitment specialist who has the experience of recruiting for your industry and is familiar with the intricacies of the sector. 

Hiring the right person is tough for any organisation, and especially so in the competitive climate that many professions are party to. We hope these eight steps will make recruitment efficient and straightforward, so you can successfully appoint the right person to the post. Not only will a clear recruitment strategy and a trusted recruitment partner make the hiring process better, it’ll give your company the boost it needs to thrive in the long term.

You might also like to read our blog on How to handle a counter offer situation, and if you’re looking to recruit now, get in touch with us by calling 01772 259121 or Register a Vacancy directly online.

 
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