Some employers find themselves wondering why their staff aren’t helping the business to grow. Others are wondering why their team members move on so quickly. Some are settling for second best while the top candidates get snapped up by the competition.
You may think “you can’t get the staff” but at Oraculum, we know that you can. It’s a simple question of using the right approach to recruitment, to ensure you get the best person for the job and supporting them so they’ll become an asset to your business.
Here’s how we do it:
Get the job description right and the rest of the process will fall into place. Be specific where you need to be – if the job involves a lot of cold calling, for example, be upfront about it. On the other hand, don’t be too rigid; remember, jobs evolve and your new staff member may bring new ideas to your business that will help you streamline your core practice. Above all, it’s important to give candidates an accurate impression of the job: Office Coordinator may sound impressive but your skilled graduate applicants are going to be a bit disappointed when they find out you wanted a receptionist (!).
When it comes to skills requirements, remember that having the right personality and aptitude is often more useful in the long run. Many skills are easy to learn but there’s no substitute for the right outlook.
Choose your advertising platform carefully, and place your ad where the right kind of candidates will see it. Social media is a great tool, but many people above a certain grade find themselves too busy to use it. Many sectors now have specific job advertising sites so you can reach the right type of people quickly and effectively.
It’s also good to target “active candidates.” These are people who are already looking for work, and they’re often willing to be flexible. These candidates are likely to be using a search engine to find work through the internet so make sure your advert contains all the right keywords.
Good recruitment consultants will also make sure your advert is seen by the right people in the right places. It’s always a good idea to get in touch so they can look over your job advert and make suggestions, both about the advert itself as well as where to share it.
Design your questions carefully to get the best answers from candidates, not just about experience but about who they are too. Again, a good recruitment consultant will help you come up with effective questions.
You’ll need to make a judgement based on how the candidate is at their best, even though they’ll probably be nervous at the interview. If you think there’s more to say, prompt your interviewee and ask for more information – you don’t have to stick to the script!
Your new starter
Once you’ve found the right person, it’s time to make them your new team member! They won’t pick up everything immediately but if you’ve chosen the right person, they’ll soon find their feet and become a real asset to your business. At Oraculum, we like to use a “settling in” period, keeping in touch with both client and candidate to ensure everything is going well. Remember why you chose the person you did – they’re bound to have a lot to bring to your business so let them show you what they’re made of!
Do you find recruitment tricky?
Whether you’re confused about interview questions or your job description’s getting out of hand, drop us a line – we’d love to help!
The past few months have been a whirlwind in the recruitment industry ? maybe a tornado! For us at Oraculum RPO, it?s meant a few changes to our services and the way we run our business to support our customers.