When a company decides that they want to bring in a new member of staff, a well organised and professional approach is vital to attract the right candidates.
The need to recruit can be driven by a number of factors; replacement, expansion, or a need for specialist skills are just a few examples. But do you have a plan in place? What are you recruiting for? What are you prepared to pay? What process will you follow? Who will lead the recruitment exercise and who has the final decision? One of the biggest causes of failing to recruit effectively is that one or more of these questions has not been fully answered at the start of the process.
1. What are you recruiting for?
This is a key decision. Are you replacing somebody on a like for like basis or do you want something new? Has a job description been agreed? Have you put together a list of must have and preferred attributes? How flexible are you on these? Deciding answers to these will form the basis of your recruitment plan and will help make the process run smoothly.
2. What are you prepared to pay?
If your target salary is below the market rate, you will find it very difficult to recruit a suitable applicant. Whilst considering the levels of remuneration within your business, have you sought advice and guidance on salary and benefits that your competitors offer? Also, do consider your ability to be flexible should the perfect candidate become available.
3. What process will you follow?
A smooth, well organised process which runs within agreed timescales should be your objective. This allows for expectations to be managed and gives a degree of urgency and focus to those involved. Plan in advance how many stages you intend to have within the process and whether you wish to include tests. Make your plan clear to all of those involved to avoid nasty surprises.
4. Who will lead the recruitment process?
As with any project, it is vital to have leadership and co-ordination. Who is responsible for collating the CV’s and selecting candidates for interview? Who is conducting the interviews and when can they do it? Who is responsible for feedback? Ensuring that momentum is maintained throughout the process is very important and minimises the chances of disappointment for all parties.
5. Who has the final decision
It is often the case that within a recruitment process, people can have conflicting views. Ensure that the final decision making process is clear and agreed in advance. When you have identified the right candidate, the ability to move swiftly will give a positive impression to the applicant.
