FRIDAY HR FAQS – Why is speed important in the recruitment process?

Stand-out talent with forward-thinking mindsets are in high demand, which means businesses need to be reactive to the market and move quickly to secure the best people for their teams.

The recruitment process works at its best when it is quick and there are no delays from the employer’s side, which could risk a good candidate being snapped up by a competitor.  This is particularly true for the junior and middle management market, where strong candidates can take their pick of jobs.

On top of this technological advancement means the hiring process has sped up and candidates are being matched to potential employers by AI powered tools.

To remain competitive and in with a chance of welcoming engaging minds to your team, here are some considerations you need to think about before beginning a recruitment project:

Attract 2

Be quick to respond

If you want to have great talent in your team, then you need to prioritise hiring.

Recruiters might seem like they are nagging you to respond, but the reason for this is because they know what a great candidate looks like and that they will be on the radar of your competitors – so they are acting quickly to secure them.

If you’re too busy too manage the admin of a hiring project, then consider using an HR consultancy who can manage the process for you.

Know who you’re after

It pays to have a plan in place before you start looking for someone new to bring on board – even if they’re a replacement – taking the time to evaluate what you need from the role that might have been lacking before is a sensible process to go through.

You should plan the specifics of the job role, how it fits into your business vision, what skills you need, how you culture will work for you to attract talent and so forth.

Once you have a plan in place and have got cracking then the process needs to be smooth, with regular communication between you and the candidates and time set aside to dedicate to the process.

This will mean that when you find your perfect candidate, you are able to keep them engaged and get them in front of the team within days of submitting their application and show you are a proactive and organised business.

If you know they’re good, then remember that it’s likely they will be a star candidate for other job vacancies too. So, act quickly and if you don’t have anyone else to compare them to, it may be that you won’t have time to run a longer, robust process in order to have other candidates to square them up against. Be confident that they are right for the role and get them in the bag.

Recruit 2

Be flexible with your offer

It would be a great shame to have planned and executed your hiring process and found your star candidate only then discover that what you’re offering them isn’t enough to convince them to accept your job.

Candidates expect fair remuneration, generous benefits, interesting perks and flexible working to name a few!

If you are going to risk losing a great candidate because you don’t match up to what others in your sector are offering, then it may be time to revise your offer package.

Even if you are on a tight budget, there are still things you can do to swing the balance – such as offering a few extra days holiday, contributions towards travel costs or investing in softer benefits that add to your overall offering.

After all, if a candidate has the potential to boost your business productivity and increase your bottom line, then finding ways to bring them over the line will be well worth the effort.

If you need any recruitment advice or guidance, get in touch:+44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

The HR BLOG - hr revolution - outsourced hr

Job descriptions – why getting them right is so important

We all know what job descriptions are, but how much importance do we actually give them? Writing a good job description should be a really important part of your business, as they provide a road map for potential employees, explaining what the job they are applying for involves.

Here we list a few reasons why job descriptions are indispensable for employers and employees alike:

They set-out expectations

How can you expect someone to do their job if you don’t explain their responsibilities to them properly? Providing applicants with solid job descriptions ensure they understand exactly what will be expected of them if they are selected. Clarity in a job description puts potential employees on the same page as you, and aligns them with your company’s vision and goals and assists you in finding the best person possible for the role.

They empower communication

A well written job description should fully communicate the essential requirements of your vacancy to any applicants. Among other things, they should include a job summary and all the requirements which need to be fulfilled by applicants, such as relevant qualifications and experience. This will avoid any mistaken interpretations being made on what the job role involves.

job descriptions - outsourced hr - hr revolution1

They facilitate recruitment and training

Job descriptions need to set out all the important aspects of a particular position, so an employer can easily refer to them when recruiting or training existing employees. All-encompassing job descriptions can improve a company’s ability to manage its people and their respective roles, as well as help them develop both professionally and personally.

They provide structure

Good job descriptions establish structure and discipline within the workforce. In reality, it isn’t that difficult to create them, especially if you involve the employees you already have to help you develop them. As long as they promote the company’s values and re-enforce the company’s culture, job descriptions will help you attract the right people and manage the roles of all your employees effectively.

A well written job description opens the door for a successful hiring process, if you need help or advice get in contact with HR Revolution: +44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

The HR BLOG - hr revolution - outsourced hr

 

 

 

 

How to onboard graduates

If you read our last blog and I hope you managed to take five and read the reasons not to overlook graduate talent, then you will know we are big supporters of hiring graduates and all of the benefits that employing them can bring to your business.

Onboarding graduates into your team should be done in the same way that you welcome any new team member – with plenty of enthusiasm, consistent processes and great communication.

However it’s worth thinking about the ways in which you might need to tailor your onboarding process for a graduate who may be going into their first job.
Below we’ve put together our advice and tips for adjusting your approach to make it graduate friendly.

Give them a warm welcome

Like with any new starter, making them feel welcome is up there at the top of the list of priorities when onboarding them into your business. When it comes to graduates, this is even more important as they may be feeling unsure about what to expect as they step into a professional environment and daunted by the prospect of starting their working life.

onboarding graduates 1 - hr revolution - outsourced hr.jpg

Think about how you felt when you got you first ‘proper’ job and what would have made your first day a more positive experience.
Sending out a welcome email, for example, and letting the team know who the new starter is, their job title, a bit about what they will be doing and encouraging the team to pop over to their desk tosay hello in person will help humanise the experience.

Assign them a mentor

Several of our clients use mentoring schemes to enable team members of differing levels of seniority and expertise to learn from one another. Graduate hires should be included in these schemes, as they will help satisfy their interests in learning by providing them with new skills from experienced team members. In return the mentor can learn from their graduate mentee, who will likely have skills in different areas such as social media or technology.

If you don’t have a mentoring scheme in place, then giving your new team member a buddy who can act as a point of contact outside of their team and someone to grab a coffee with during their first week is also a great way to bolster the onboarding process.

Clue them up on your business

Providing clear and useful information on your business educates new joiners about your company mission and values and gets their buy-in to your bigger picture aims from the start. When a team member is new to a business their enthusiasm is high, so take advantage of this positive attitude and get them to soak up as much of your brands information as possible.

Graduates are ready to be moulded and take on new ideas, particularly as they won’t have anything to compare them to. They will come to your business ready to learn how you do things, and adopt your methods with ease.

Group of people working on website template

Allow them to learn

Graduates have developed a habit for learning, so when you’re onboarding them ensure you outline all of the training they will be given and the self-learning they will be expected to do. This will keep them engaged and motivated, as well as helping to drive your business as you support forward-thinking employees.

Be as transparent as possible

Many graduates entering the job market this year will be millennials. This generation have grown up at a time of economic uncertainty meaning it’s hard for them to plan for the future. As their employer, aim to be honest about what they can expect from a career with your company, which should ideally offer them job security and an attractive salary and benefits package.

Millennials expect be kept informed about issues that affect them, thanks to their increased use and familiarity with communications, media, and digital technologies. Therefore a millennial in the workplace expects clear communication surrounding your expectations of them – so beginning this at the onboarding stage gets you off on the right foot.

If you’re looking to hire graduates but not sure where to start then get in touch, we have a whole host of information we can give you and support you in attracting and sourcing your new hires. Get in touch today on: +44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

The HR BLOG - hr revolution - outsourced hr

5 reasons not to overlook graduate talent

With thousands of new graduates entering the job market this summer, you may be considering taking on some of these candidates within your company. But do you still need some convincing as to why this is a good business decision – especially when you compare it to bringing on an experienced candidate?

The good news is there are many reasons why in our experience hiring graduates can be a positive decision for your company. We want to discuss some of the benefits this engaging talent pool can bring to your business and hopefully inspire you to create opportunities for junior talent within your teams.

1. They ooze enthusiasm

One of the first qualities you will (hopefully) notice in a graduate employee is their unwavering enthusiasm and willingness to get stuck in to any task you set them. As this will be their first job graduates are willing to work hard and this means taking on tasks with enthusiasm and energy in order to prove themselves. Graduates are ambitious and will want to work hard in order to climb the career ladder, so approaching situations with an open and passionate attitude are common place for junior talent wanting to get noticed and be rewarded.

2. They have fresh ideas

Just like their positive attitudes, graduates also bring with them new ideas and fresh perspectives. They are likely to be tech savvy and have ideas for improving productivity with new tech, or introducing fun team building initiatives that they learnt from being members of clubs and societies at university. Tapping into the minds of your graduate employees therefore offer new ways of thinking to older generations in your business, which can be beneficial for working practices and company culture alike.

5 reasons not to overlook graduate talent 1 - hrrevolution - outsourced hr.html

3. They want to learn

Having just left the throngs of university – where they will have become proficient at self-studying and managed their own workloads – graduates are ready and raring to learn new things. If you have a training scheme that offers your team a chance to develop new skills then this will be of great interest to a graduate. This means you can mould your junior team members by being strategic in the seminars/workshops you offer staff, helping to create a workforce that lives and breathes your company mission and values because they have engaged with your business-specific training opportunities.

4. They are the future of your business

One of the most obvious reasons for your business not to neglect graduate talent is simple, eventually there won’t be a business without them. This means there is a long-term business reason for you to teach them new skills and build their experience with your business so that they can form part of your company succession planning. The graduate talent of today will soon be the leaders of your company, so if you put off interacting with them then you run the risk of building a workforce who are out of touch with how your company functions at the junior as well as the senior level.

5 reasons not to overlook graduate talent 3 - hrrevolution - outsourced hr.html.jpg

5. They are affordable

The final reason, and perhaps the most attractive one, is that graduate talent are affordable. You can easily research what the industry standard is for entry level roles in your sector. Once you know your budget for a new hire it may be that the graduate level is the best option for your business because of their lower salary requirements. However don’t forget: it’s important to fairly reward everyone in your team according to their responsibilities and clearly communicate progression routes for entry level team members so that they stay motivated.

If you are looking to hire graduates but not sure where to start then get in touch, we have a whole host of information and can give you support in attracting and sourcing your new hires: Give us a call on +44 203 538 5311 or email: talent@hrrevolution.co.uk or visit www.hrrevolution.co.uk where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

The HR BLOG - hr revolution - outsourced hr

 

 

Why good body language is important in an interview

The whole idea during an interview is to put your best self forward so the person sitting opposite you, can’t wait to employ you and your body language plays a significant role in the way you are perceived. Poor body language can derail an interview regardless of how confident and well-spoken you are, body language is as much a part of your communication style as what you say.

Impressions are made within seconds of reviewing body language.

Don’t worry though we have put together a list of do’s and don’ts when it comes to how you use your body language to make that great first impression!

  1. Shake Hands – Shaking hands at the beginning of the interview breaks down boundaries, shows confidence and implies that you are open.
  2. Good Eye Contact – This is the best way to show you are paying attention and engaging with the situation, don’t stare at them like it’s a contest as this can be intimidating, but do meet eyes with the person you are conversing with.
  3. Don’t Slouch – Sitting hunched forward or lounging has the effect of looking a little too relaxed.  You want to show that you are taking the interview seriously, looking confident and professional rather than you were wishing you were somewhere else (even though you probably may be!).
  4. Lean towards the interviewer – This implies that you are taking an interest in the conversation and that you are engaged by what they are saying.body language - outsourced hr - hr revolution
  5. Mirror your interviewer – You can quickly get on good terms with your interviewer by matching their positive body language.  If you are unsure on how you should sit or act, watching how your interviewer does can give you a good indication of how they think it is appropriate to act.
  6. SMILE – If all else fails and you completely forget to remember where you should have your hands or where you should look, just smile. A genuine smile creates a favourable image and shows you have personality and you are paying attention to what is being said and will ensure your interviewer remembers you in a positive light.

Lastly it goes without saying you should always listen attentively and try not to interrupt, focus on keeping your tone of voice even and polite, too soft and you’ll seem timid, too loud you’ll seem domineering.

Talent Solution Flyer newsletter

If you need any help or guidance about creating a good first impression, give HR Revolution a call: +44 203 538 5311 or email: hello@hrrevolution.co.uk or visit www.hrrevolution.co.uk  where our expert CIPD HR professionals are waiting to help you with any questions you may have.

HR Revolution; supporting you, your employees AND your business.

HR Blogger

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