Do you need to recruit new talent?

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:

  1. 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.
  2. Not taking advantage of employee referrals – a referral means they are pre-screened.  The best companies place nearly 50% of staff through referrals.
  3. 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?
  4. 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.
  5. 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.
  6. 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.
  7. 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.
  8. 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.
  9. 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: info@hrrevolution.co.uk

HR Revolution – www.hrrevolution.co.uk

Looking to recruit some fresh new talent…

Are you looking to recruit some of the fabulous new talent that has recently entered the market?  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 member of staff 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:

  1. 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.
  2. Not taking advantage of employee referrals – a referral means they are pre-screened.  The best companies place nearly 50% of staff through referrals.
  3. 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?
  4. 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.
  5. 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.
  6. 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.
  7. Using Job boards alone – 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.
  8. 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.
  9. 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.

A final thought… With so many people getting it wrong, why don’t you let HR Revolution get it right for you the first time, download our free guide to recruiting talent below….

www.hrrevolution.co.uk | www.hrrevolutionshop.co.uk | www.hrrevonline.co.uk

HR Revolution HR Documents

3 reasons why you’re wasting money on your recruitment processes

If your business is growing you might be thinking about recruiting more staff during 2016, a real indicator that you’re heading in the right direction.

But whether you’re completely new to the world of recruiting staff, or you’ve got masses of experience, you need to recognise that there are some costly mistakes that you need to make every effort to avoid. Even seasoned recruiters aren’t immune to wasting cash when it comes to appointing new team members.

Your budget is extremely important, and we want to help you to ensure that you get the most out of it. Here, we’re going to take a look at three reasons why you could be spending too much money on recruitment.

You’re looking for talent in all the wrong places

When we think about advertising vacancies, there are a few options that often seem like no-brainers. Perhaps you’ve got the local newspaper on your list, or even the nearby Job Centre. These can be great places to start in certain circumstances, but this doesn’t necessarily mean that they’re right for your business.

Imagine for a second that you’re looking for a highly experienced individual from a very specific background. What publications will this person typically read? Which radio and podcast shows will they listen to? Which events will always have a place on their agenda? Once you establish where they are, you can make steps towards putting your vacancies in front of them in a compelling way. This is the only strategy that will ensure the best return on your investment.

Your systems are outdated

You’re fully aware that we’re living in a thoroughly modern age, and you have a wealth of gigantic opportunities right at your fingertips. Your marketing department is no doubt tapping into this, so if your HR and recruitment practices aren’t keeping up, then you need to ask yourself why.

Perhaps at the moment, you ask your candidates to travel to your office at each stage of the recruitment process. It’s time consuming for everyone involved, and there’s often a hefty bill that needs to be covered. But is it really necessary? You could hold initial interviews via webcam, and save yourself a whole load of time and hassle. Often, candidates will appreciate this approach. Their time is precious, and it’s important to recognise that.

You’re recruiting the wrong people

Often, when business leaders think about how to improve their recruitment processes, they neglect to think about the bigger picture. Maybe your interviews have gone swimmingly and you have your new recruit ready to start on Monday, but have you stopped to think about whether they’re truly the best person for the job? If not, then your costs could spiral out of control.

Getting a new starter into the role isn’t the end game here. It’s only the very beginning. Think about whether your employee is likely to stay. Have they been given a realistic view of what the role entails? Do they really have the necessary skills and competencies? Are they honestly a great fit for your business? Answering these questions isn’t easy, but it’s a necessity. And the hardest part of all is that you need to give them some consideration before you’ve even made your choice.

To find the right person for your business, you’re going to have to spend some cash. That’s inevitable, and it can be a very wise investment for the future of your operations. But get it wrong, and it could be something that proves to have far-reaching consequences.

Take your time, plan your approach, and make sure that you’re not trying to manage everything on your own.

HR Rev can help you find the best person for the job, in a realistic time frame, and on budget. Get in touch for an initial chat.

 

www.hrrevolution.co.uk | www.hrrevolutionshop.co.uk | www.hrrevonline.co.uk

HR Revolution HR Documents