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:

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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.

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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.

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10 inappropriate questions interviewers need to stop asking!

According to new research, the vast majority of organisations have asked candidates inappropriate and potentially illegal questions during a job interview.

Researchers of the study found that 85% of interviewers have asked questions such as ‘Are you physically fit and healthy’, ‘Have you any plans to start a family’ or ‘Did you grow up outside of the UK’.

All of the above questions are potentially breaching the law, which requires all potential employers to treat candidates fairly.

It’s true though however that many interviewers could be completely unaware that what they think is innocent questioning could be a legal grey area, with 47% saying they have never had official training on what questions to ask in an interview.

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Below are the top 10 inappropriate interview questions that hiring managers have asked:

  • What year did you graduate? (59%)
  • What year were you born? (55%)
  • Do you have any children? (56%)
  • Are you physically fit and healthy? (53%
  • Are you in a relationship or married? (51%)
  • Have you got any plans to start a family? (42%)
  • Where is your accent from? (46%)
  • Will you need flexible time for family life? (46%)
  • Did you grow up outside of the UK? (45%)
  • Will you need time off during half term? (43%)

This highlights the need for training for any person involved in the process of interviewing prospective candidates, so they know what is and isn’t acceptable in the recruitment process.  Ensuring all prospective employees are given a fair and honest opportunity to secure a job based on their skills and ability not their gender, personal choices or maternity/paternity choices.

If you need any HR help, advice or tips on interviewing, 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.

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Need to grow your business? 5 ways to keep your employees happy!

One thing we hear time and again at HR Revolution from our clients is that they can’t seem to hire enough of the right people!

The crux of the problem is that you need enough of the right people to grow your business but those people are much harder to find these days!  With a clear shortage of good employees, the first step that business owners need to aware of is making sure they keep the talent they already have.

In the past when the economy was down, few companies were hiring and employees would put up with a lot to keep a job, however, that is not the case now!  Employees who’ve had bad experiences will be on the look out for something better!

Here we cover 5 ways in which to keep your employees happy:

1. Communicate Constantly

It is crucial to keep everyone in your company informed of what’s happening.

Delegating tasks to an employee without explaining the reason behind the workload or its purpose can become problematic. Issues with misunderstanding, demotivation or frequent errors can arise from this, which makes it important to explain why completing ‘A’ will benefit ‘B’.

Clarity for the employee is rewarding, it makes them feel trusted and dependable. The last thing you want to find on your desk is a letter from an employee venting their lack of job satisfaction alongside an urgency to leave.

The workplace has no room for tough love; communicate why certain behaviours and standards are expected, you are all in the business together and the best way to tackle an employees mistake is through calming explanations of what to do next.

2. Encourage New Ideas

If an employee has suggestions to help the business grow, listen to them. Employee feedback is a way to know that your team actually cares for your business. You could email everyone on your team that your door is always open to new ideas, you may be surprised at how much co-operation and creativity that could ignite.

Even if you get unwanted suggestions remember to respond positively, you can thank them for taking the time to send through their ideas and that you’ll consider them. Remember it’s a way to make everyone feel appreciated and important.

3. Reward Appropriately

Compliment efforts with rewards and praise. You can equate how much effort is exerted to accomplish a goal, but sometimes a simple thank-you and recognition can be good enough. Making your employees feel valued can be done in two forms:

Verbal

When an employee performs a task well or reaches a goal, let them know how pleased you are with their work. There’s nothing wrong in expressing a complimentary word or two; in fact, your employee will be much more motivated to do their tasks over again no matter how challenging it can be.

You know John Smith from accounting? He’s the guy who sits at the back of the office and rarely gets a mention among his colleagues. Read his stats and then tell him he’s doing a great job and how his work has been an integral part of the success of the company.

Tangible

Now this is what it’s all about, give employees a concrete reason to succeed. It can be in the form of a bonus, free tickets or gift certificates and it doesn’t have to be expensive.

Your employees will be pleased at the thought of their efforts being reciprocated, which empowers them to do more. It’s a Win-win!

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4. Promote Balance

Results or time? There’s no competition here. Results will always win, hands down, don’t demand unnecessary overtime from workers for the sake of it and then proceed to compliment them in the next team meeting for not having a life. Compliment when  things get done at the right pace and in the right amount of time. Praise work quality hours over who quickly works for quantity!

That’s not to say there won’t be a time when extra hours will be required to appease the workload; but as a leader, it’s vital you get your troops to work smarter. Not harder.

And besides, an employee who works normal hours and enjoys a healthy work-life balance will ultimately be the happiest. He or she will most likely be up early in the morning and ready to produce more outstanding work with a smile. After all, you didn’t push them to work till silly o’clock.

5. Motivate

It’s vital that you constantly remind your employees to strive for the best.

Fostering motivation increases their productivity during working hours, which in turn increases everyone’s satisfaction, and all of this results in happiness. And happiness? Well that results in success…

If you need any further advice on how to keep your employees engaged, happy and successful get in touch, 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.

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‘Deal doers’ VS the real deal

Do people like recruiters? From our research it seems “no not at all.” Not even a little bit.

This dislike towards recruiters stems from a special breed of recruiter – the notorious s#!t talking, deal doers. It is no wonder recruiters share a likeness to car salesmen and real-estate agents. So why is it that most recruiters exude annoyance? Is it because they sell their souls for money and will do anything for a quick buck? Yeah ok, it’s definitely a contributor. But personally I think it comes down to one thing… They don’t care!!! And not as in ‘don’t care much’… they don’t care at all.

Before I get stuck into this I need you to know that when I say most recruiters, I mean most recruiters, not all of them. Also, I have run with the word ‘most’ rather than ‘some’ due to the sheer volume of bad over good.  I know some brilliant recruiters and you all know who you are. You’re the ones who will be reading this, shaking your firsts at those damn ‘deal doers’. You’re the ones who don’t feel the need to justify yourselves by leaving a counteracting comment on this post because you know I’m not taking to you when I say recruiters suck!

You see most recruiters go into the job for one reason and one reason only… to give themselves a HUGE sense of importance.  Oh no, It’s not to provide you with an unrivalled service or to help your business realise its potential (like they would have you believe) and it’s definitely not to make YOU feel important!  But if you have in fact worked with a ‘deal doer’ in any capacity you already know this is exactly why you don’t like them. They do this job so they can have a very important control over the fate of hundreds maybe even thousands of candidates, making themselves feel like some sort of god when they place one in a million. And we all know the real reason you have so many candidates, it’s because of all the fake jobs yours posting.

Recruitment should be used as a positive company branding exercise not for ‘personal branding’, and definitely not to kick start your ego. So to all the recruiters out there doing this job for the wrong reason/s, do everyone a favour… quit your job. Or alternatively, change your agenda and do the job because you genuinely want to provide a service that benefits PEOPLE because after all, once you strip back the process, tech talk and commission that’s all you’re left with.

Start by getting back to ALL the candidates that call you for feedback after an interview you sent them on (not just the ones you can make quick money from) and make sure everyone who applies to your jobs (fake or real) gets a polite email to let them know that unfortunately they are not moving forward. And no you’re not too busy… I know how much extra unaccounted time you have in the office because I’ve witnessed you inaction… face booking, socialising with your colleagues excessively and taking long lunches and/or coffee breaks. What’s that? You have too many applicants to get back to that it’s impossible! COME ON!!! Your RMS can send bulk candidate emails, so even if you do get a candidate’s overload there is no excuse for not offering a timely reply. Just make sure your decline emails are not condescending or contradictory, candidates have the right to be upset if your generic response email is super offensive.

If candidates annoy you let me tell you why, it’s because your rubbish at your job. You’re making them ‘annoying’ by not being clear in your ad, not giving timely responses, not providing adequate feedback and not doing what you say you will. And if people don’t get the hint it’s probably because you’re talking in circles.  Here’s another news flash, clients aren’t bringing their recruitment in house to save money, their doing it because, yep you guessed it…. you’re annoying. Your calls are abrupt, pushy and disinterested. I can’t believe how rude some recruiters are… How do you get by? Don’t answer that.

As the saying goes there is more than one way to skin a cat so you’re ‘killer’ results don’t necessarily promote that you are a good operator. And just because you’re getting good results doesn’t mean that people actually like you or think you’re credible. A good reputation isn’t hard to build… do the right thing by people and your reputation will look after itself.

Recruit better,
-The HR Revolution Blogger