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6 Tips to improving your recruitment results

Employment Law & HR
BG Purple

Note: this article was first written by our colleagues at Solve HR, before Solve HR joined Law At Work in March 2020. We have imported this...

Unfortunately, regardless of what industry sector you operate in, hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming. Here are some hints and tips to help you. 1. Define the job before hiring an employee To do this you should create a person specification and job description. What is a person specification? A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing the particular job. What is a job description? A job description describes the duties, responsibilities, required qualifications, and reporting relationships of a particular job. 2. Plan your recruiting strategy Schedule a meeting with your HR Recruiter and Hiring Manager. During this meeting it is important to discuss the following; Costs eg advertising/agency fees The best place to advertise the role Determine where to advertise the position to develop the most exhaustive candidate pool, including asking for internal referrals. Determine who will interview the potential employees Decide upon the candidate screening questions for the HR recruiter Decide if testing will assist you to select the best candidate for the job Timescales - closing date and interview date 3. Review credentials and applications carefully Screen all applicants against this list of qualifications, skills, experience, and characteristics. Read the customised cover letter. Look especially at what the candidate says they are looking for in their next job. Is the statement customised to your job or does it describe any job in the world? Usually, unqualified applicants fail to write a cover letter. Choose, or choose not, to continue your CV review at this point. Scan the CV to obtain an overall impression of the applicant. Look especially at presentation, spelling and grammar, and their attention to detail. In the first skim, look for the easy-to-find qualifications. (As an example, if you are requiring a college degree, does the applicant have one?) If not, reject the CV or place it in your '"maybe'" meets qualifications pile. Review the most recent employers and the applicant's stated experience, accomplishments, and contributions. At this point, you should find significant cross-over between the applicant's CV and your requirements. Review your selected CVs against your criteria and each other. Ask is there anything I should look out for as a cause for concern in a CV? employment gaps evidence of decreasing responsibility evidence of a career that has reached a plateau or gone backwards short term employment at several jobs, and multiple shifts in career path. 4. Pre-screen your candidates The purpose of this is to assess the skills and personality traits of potential candidates, which is usually done via telephone. Additionally, a pre-screening interview, gives you the chance to find out salary expectations and notice required. 5. Ask the right job interview questions Questions about the applicant Questions about their work experience and knowledge Questions about why they want this particular job Consider using competency-based questions What is a competency based interview? Competency based interviews questions can give valuable insights into an individual's preferred style of working and helps to predict behaviours in future situations. Every job will have a set of key competencies, some of which are essential and others desired, but all are required to perform the job properly. 6. Be prepared to give reasons for rejection to unsuccessful candidates who ask. For any further help with your recruitment process and techniques contact Solve today.

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