Tip 1 – Decide who’s your ideal candidate

You can make the start of your recruiting journey far easier if you know exactly the type of person you’re looking for.

Draw up a checklist that defines the job role, going beyond just the basic qualifications, minimum level of experience and skills required. Consider what strengths you’d like the candidate to bring to the role, their attitude and application to work, how they may fit into the team and how they present themselves. It is a worthwhile task to interview other team members, perhaps people already doing the same job, to assess what their skills and strengths are, what motivates them and the type of person they’d like to see as part of the team.

Tip 2 – Define the role and the company

One of the main reasons that a new employee may leave just weeks into a new job is because either the company or the role was not what they had expected. Aside from the cost implications, there’s the inconvenience of starting the entire recruitment process again. There’s one way of reducing the risk of this happening, and that’s by increasing the chances of employing the right person in the first place.

When advertising a role, it’s important to tell the potential candidate about the company as well as the role. An effective job description should:

  • Have a clear, straightforward title. Avoid over-using adjectives to describe the job.
  • Include specific details that are informative and useful. It’s a good idea to list the role’s necessary required skills and/or qualifications as well as the desired ones.
  • Avoid jargon and complicated phrases, and use language that speaks directly to the candidate, i.e. use the word ‘you’ rather than ‘the candidate’.
  • Promote the company by describing its USPs and why it’s a good company to work for. Outline the benefits, the values and culture.

Tip 3 – Evaluate the candidates

Even the best CV in the world won’t tell you all you need to know about that potential candidate. Reviewing the candidates’ CVs is just the first step and shouldn’t be the only source of information. There are a variety of screening methods that can be used to find out more about a candidate, such as standardised tests, evaluating samples from the candidate’s portfolio or a completed assignment that you’ve set. Make sure your interviews are well structured with prepared questions that are aligned to the role’s requirements. Interview score cards can be an effective way of structuring an interview, as is an Applicant Tracking System (ATS) which is a software application that helps with the recruitment process.

Tip 4 – The candidate experience

A good CV that has been well-written and nicely presented highlights the candidate’s experience and skills, but it can also hide weaknesses which can be revealed through assessments and clever questioning. Asking candidates to do a skills test, as long as it’s relevant to the role they’ve applied for, such as an online test early in the recruitment process, will quickly eliminate those who don’t stack up to their CV. The assessment platform Tazio can help recruitment professionals to develop assessment tests using aptitude tests and core competencies, role play and simulations.

The better the candidate experience you can provide, the better the impression of your company you will give. Most candidates don’t like long, drawn out application processes and will often quit halfway through. Creating an application form that can be completed in a few minutes, requiring candidates to upload a CV, cover letter and complete two or three qualifying questions will significantly improve the application process. If the company website has a careers page keep it updated, make sure it’s user-friendly and be honest. Many companies find that they receive a lot of applications for one role. But however much time it takes, it is important to keep candidates up-to-date, whether to inform them that they’ve reached the interview stage, been successful or not. For a candidate to hear nothing following an application is disheartening; feedback is important and it’s also a reflection on your company.

Tip 5 – Involve the team

Whoever you end up recruiting, they are going to have to work as part of the team that’s already in place, and that can be one of the biggest challenges. Involving the team in the recruitment process can significantly enhance the recruitment process and give you the best chance of hiring the right candidate.

Involving team members early in the recruitment process, particularly at the initial screening stage, provides a much more rounded view of the candidate, their skills, strengths, weaknesses and their aptitude. It also avoids the risk of bias or discrimination, and the possibility of rejecting the perfect candidate.

The Tazio platform can facilitate sharing a candidate’s assessment tests with the whole team and while it can take more time for candidates to be interviewed by more than one person, unless you use interview panels, it could save a lot of time, as well as cost, in the long run.

At Atkinson Moss, we’re here to help companies source and recruit the right person for the roles they are advertising. We take the time to understand the role you’re looking to fill, the type of person you’re looking for to join the team, the necessary skills and experience they need to possess, and we can tailor the interview process accordingly. Find out more about how we can help you with your recruitment process by exploring our website today, or call us to discuss your requirements. christianb133.sg-host.com