Are you looking to recruit some of the fabulous new talent that will be entering the job market in the form of University graduates and college leavers? If the answer is yes, then make sure you have got your basics in order, or here’s how it could all go wrong!
Hiring a new employee is pretty straight forward; but only if it is handled correctly. Many employers however can get it so wrong, which as we know is unproductive for any working environment.
A recent survey has shown that the No.1 reason for it all going so wrong is “not managing the candidate experience”. This may sound a little fluffy if you do not work in HR or Recruitment, but it basically comes down to communication. It is important to keep in constant contact with the candidate, providing them with quality information and feedback and remembering that honesty is the best policy. Providing a poor candidate experience can have many negative consequences including damaging comments about your company and lack of faith in the overall brand.
Other reasons the recruitment process can fail are:
- Expecting dull job descriptions to attract the right people – This is your chance to sell the position and entice the highest calibre of staff, if you waste this opportunity they will be looking to work for your competitors.
- Not taking advantage of employee referrals – a referral means they are pre-screened. The best companies place nearly 50% of staff through referrals.
- Not fully understanding the actual job – If you don’t understand about the job you want them to do, how can you sell it to them or even know if they are capable of performing it?
- Using the same recruiting process for different level jobs – High level jobs require a different level of service, knowledge and relationship building. If you want the best out there, they definitely want to be treated that way too.
- Making slow hiring decisions – The best candidates are gone quickly, and will probably have more than one offer on the table, you simply can’t afford to hang around.
- Assuming interviews are accurate – Interviews are traditionally weak predictors, so poorly executed or generic interviews that do not challenge the candidate, will result in poor hires and put off the right people.
- Just using job boards – Only posting jobs on an advertising site means that 75% of the workforce that are not ‘actively’ looking will NOT see them. Make sure that your jobs can be found on various sites.
- Not prioritising jobs – Make sure if you are looking for more than one employee that you get the right person first, there is no point getting an assistant if you don’t have the manager.
- Not identifying job acceptance criteria – Do you know what the perfect candidates needs to accept the job? If you don’t, they won’t join you.
One last thought… With so many people getting it wrong, why don’t you let HR Revolution get it right for you. First time.
If you would like to discuss any HR issues, please give HR Revolution a call we’d love to help, call us on +44 203 538 5311 or email: firstname.lastname@example.org
HR Revolution – www.hrrevolution.co.uk