Recruitment Best Practice for Business

Recruitment Best Practice for Businesses

The job market is increasingly competitive when it comes to finding the right staff and, now more than ever, companies need to sell themselves as much as the candidates.

Hiring a new employee is time-consuming; some companies have their own interview process, while others choose to outsource to a specialist recruitment agency to find the right candidates on their behalf. Whichever method you use, it is vital to ensure that all your candidates are treated well throughout the interview process.

Here at CareerJuice, we think we know what it takes to find the right people for your organisation. In this blog, we have compiled our top tips for hiring the right staff, every time.

Have a recruitment plan.

This includes how you are going to advertise the position, clear criteria for each stage of the interview process, the individuals responsible for evaluating and decision making and have the appropriate internal communication channels in place.

Advertise.

It is relatively common that any new position is advertised internally first, to give existing staff the opportunity for career progression or diversity. Externally advertising is likely to consist of the company’s website, social media platforms and job boards. Make sure that you have a legally compliant job advertisement – it must include a job title that is accurately fitting for the role advertised, duties and responsibilities and a list of skills and competencies (two very different things). It is also worth noting that advertisements which specify a salary are up to 75% more likely to get a positive response.

Applications.

In many cases, the evaluation process will start with the Human Resources team, to eliminate any candidates that don’t fit the minimal requirements for the job. However, it is not unheard of for the management team involved in the interview process to also have a role in this process. Evaluating applications usually fall into three distinct categories – technical experience, employment history (relevance to the position applied for) and personal. Allocating a score against key criteria can help, and this can also be weighted to put more emphasis on elements, such as skills or qualifications.

Before the Interview.

Once you have made a shortlist of candidates, give your candidates a few days to prepare, and to make any arrangements (such as childcare) required to attend the interview.

Explain the interview process to them, such as will they be expected to take any tests, let them know what the interview stages are and how long the process is expected to take. It is important to confirm if the candidate has any special requirements; this is a legal requirement to ensure all candidates are treated equally, when competing for a role.

During the interview process.

Interviews can be pretty nerve-wracking, so try and put your candidates at ease – offer them a drink and start with some low-key questions about them.

Explain what the job entails, its responsibilities and challenges; this will help the candidates provide more relevant examples when answering your questions later on in the interview. Don’t be afraid to deviate from your prepared questions; each candidate is different and, depending on what they tell you, build new questions from their answers to get a better feel for them as a candidate.

Make sure that you, or someone else in the room, is taking notes to help you remember the candidate and evaluate at a later date.

Invite the candidate to ask their own questions. It will also help you to understand a little more about why they want to be there. For example, a candidate who is fixated on salary or has no questions at all may raise a red flag, especially for senior management positions.

After the interview.

Make sure you complete all the necessary background checks. This includes verification of employment history (although most companies typically only verify employment dates with previous employers) and references. Some companies may even check out their candidates’ social media accounts to ensure that potential employees are likely to represent their business professionally.

Compare notes with the other individuals involved in the interview process and make sure that you can back up recommendations with examples or notes made during the interview.

A common frustration for many candidates is to be left hanging. If a candidate is a not good fit for your organisation, make that call out of courtesy and, if possible, give them a brief reason why.

Your interview process ultimately reflects your company’s values, and each candidate, successful or not, should walk away feeling like it has been a positive experience. A professional interview, honest communication and evaluation will not only earn you good results but will strengthen your company’s image and enrich further recruitment campaigns in the future.