How To Recruit

For many M.Ds the word ìrecruitmentî conjures up images of endless CVs, generic covering letters, mind-numbing interviews and an endless search for a new employee. But make no mistake, recruitment will make or break your business: choose the right candidate and your teamís motivation will soar and their productivity increase: choose the Vicki Pollards of this world and you could find your business going down the plug hole quicker than you can say the words ìyouíre sacked.î

Identify The Gap
Ask yourself: why do I need to recruit? What roles will the candidate need to fulfil? Simple questions, yet the answers will help you define your search for the right employee. So look at which area of your business needs support and where exactly the candidate would fit into your business structure. Determining what you actually require will help you get the candidate you want.

Look at the skills your future employee will need. In an ideal world the candidate would have had all the necessary training and slot into your business at full speed on day one. As this is seldom the case, write down the skills that they must have from day one and what can be learnt on the job or through training.

The process
Now that you have identified the need for a new employee, how do you find them? Always bear in mind, the perfect candidate may be right under your nose: employees further down the ladder will already have been instilled into the company culture and understand the positionís demands.

Knowing that you are a company, which promotes internally, will also motivate employees and help lower staff turnover. However, if you do decide to promote from within, make sure the employeeís former responsibilities have been taken on by other members of staff and that they are rewarded properly for the new role. If those left behind feel that they have been neglected, they will not hesitate to look elsewhere, leaving you with a more sizeable problem than before.

Using a recruitment specialist can save time and help avoid some expensive mistakes. Although there is a fee involved the selection and appraisal process will be far more thorough than the normal internal processes of the average SME. Reputable consultants will offer a replacement guarantee service and some will also include specialist training as part of the recruitment package.

Interview stage
Having seen the CVs and covering letter, you must now make a decision on the candidates you would like to progress to the next stage. Prioritise the attributes which are most important to you: relevant work experience, good use of grammar and spelling, leisure pursuits, why the candidate thinks he or she is suited for the job and their prospects for the future. Then take a step back and look at the applications that catch your eye.

Interview preparation is not only for the candidate, but also essential for the interviewer. The ability to conduct the interview in a professional manner is vital ñ what could be worse than making a poor impression on the very candidate you want on your team? So, take time to read the candidateís CV before the interview and plan a clear structure. Decide which of your colleagues will be joining you in the interview ñ choose one or two colleagues whose opinion you respect and who will maintain the same high level of professionalism throughout the interview.

Think about the questions you want to ask. Having a structure will ensure you get the most out of the interview and will let the candidate know that it is being conducted professionally. Once the interview has finished, decide if it is appropriate to introduce him or her to the team. First impressions are important: just two minutes interaction between the candidate and the prospective team may well reveal if they will fit into your organisation.

Second Interview
The second stage of the interview is perhaps more important than the first. Maintain the same professional approach, pick up on points made in the last interview and question any doubts or queries you may have. At this stage, preparation is even more essential as the candidate may well ask you questions on everything from salaries to holidays. It may also be wise to introduce practical tests to see if they have the skills necessary to do the job.

Job Offer
Donít fall at the last hurdle by making a job offer unprofessionally. Try to weigh up the pros and cons of each candidate. From experience, larger organisations should concentrate more on the skills and qualifications of a candidate, whereas a smaller company should look for whether he or she will actually fit into the organisation.

If the standard of candidates is impressive, try to choose a reserve candidate to fall back on if the first one refuses the job offer. If you have promised the candidates that you will let them know your decision by the end of the week, try to keep to that deadline.

Tell the candidate that you would like to offer them the position and explain why you have chosen them. State the salary offered and your justifications for that amount, together with any other benefits, terms and conditions you think are relevant. Put this offer in writing and ask them to confirm acceptance by writing. Once you receive the letter confirming acceptance of the position, you can then let the other unsuccessful candidates know.

Make sure they are aware of the key terms of their employment and any probation period. Remember this test period works both ways. Nominate a mentor to oversee him or her. Starting a new job can be extremely unsettling, but by having someone to talk to and who can offer support and advice, may make them feel less isolated in the first few weeks.

Induction
To help get a new recruit off to the best possible start, plan a structured induction period. You should also take time to explain office etiquette and rules. It sounds trivial but if you want your employee to fit in as well and as quickly as possible, make the effort to explain everything from admin to team bonding. By helping him or her to understand how the office works will also mean are less likely to make a blunder.

Recruitment is never an easy process ñ it takes a considerable amount of time money and effort and you are never guaranteed the right result. However by investing resources in recruitment and adopting tried and tested strategies may help the recruitment process become a more positive experience for your business.