The recruiting process is tough, but we’re here to make it a little easier.
Hiring can be complex, but with some strategic planning, you can find top talent that fits perfectly with your team. And, in this blog, we’ll walk through the basics, providing tips to help you build an all-star team.
First Things First…
Ask yourself the question “Why would someone want to work here?”
Simple question but not always so easy to answer! Unless you can be crystal clear in answering this, the impact of your recruitment process will be diminished as you won’t be able to portray your organisation in the best way, attracting candidates on your wavelength who value the same things that you do.
There’s more preparation required before rushing to post a job ad and it’s what we call “slowing down to speed up.”
You don’t see an F1 driver with their foot to the floor approaching a corner do you? No, they slow down in order to assess the conditions, their line and what’s around them in order to accelerate through the corner and into the next straight.
Same principle applies to recruitment, slow down and clearly define what you’re looking for in your next hire.
When considering the role, take into account:
– Core responsibilities
– Required qualifications
– Salary range and benefits
– Cultural fit
It’s important to keep these factors in mind to find the best fit for you.
Really understand your ideal candidate – having this vision in mind will make screening so much smoother. Take the time upfront to think through the details (you’ll be glad you did.)
Spread the Word
Okay, you know what you need from a new hire, so it’s time to tell the world.
Online job boards, social media and even good old word of mouth can be a fantastic way to let people in on your amazing opportunity.
Don’t forget that there are also recruiting services and agencies who can help you reach the right talent. If your budget allows for it, consider working with a professional who can make sure you don’t miss any great candidates.
Now those applications are rolling in, focus on skills, experience and cultural fit when reviewing.
Develop a simple scoring system to evaluate each candidate consistently. Screening questions are great for assessing abilities early on.
Also, make sure to actually read each full CV carefully instead of just skimming through.
Don’t miss out on a superstar candidate just because you didn’t bother to go through the entire CV. And in the current candidate driven market, don’t delay! If it takes you a week before you can get round to reviewing a CV, chances are someone else has snapped up that candidate.
Interview Like a Pro
Interviews are your chance to truly understand if a candidate has the right stuff. Ask thoughtful behavioural and situational questions to see how they’ve handled things in the past. Some interview question examples could include:
- Describe a time when you had to adapt quickly to changes in the workplace.
- What techniques do you use to stay organised?
- How have you handled challenging customer service scenarios in the past?
Make sure to give each candidate equal opportunity to showcase their strengths and don’t be afraid to probe for more details if something isn’t quite clear.
You can also ask open ended questions to see how they think on their feet and get a better understanding of their thought process. These interview question examples could include:
- If you could change one thing about the way your previous team worked, what would it be?
- How do you think this role fits into our organisation’s overall strategy?
- What strategies do you have in place to stay up to date with industry trends?
And remember it’s a two-way process, so ensure the candidate has the opportunity to ask you questions too.
Verify Before Hiring
Before sealing the deal, dive into the deep end of due diligence! Take the time to check references and get the inside scoop from past employers.
A little extra vetting goes a long way towards avoiding regrettable hires.
Seal the Deal
Great, you’ve found your perfect person! Now, make an offer pronto.
Make sure to include all the important details like start date, salary, and benefits. And don’t forget to set an offer response deadline, so you’re not left in the lurch. If they drag their feet, you may need to move on to your second choice.
Welcome Them Aboard
Roll out the red carpet for new hires with a thoughtful onboarding plan.
Provide ample training, resources and mentoring in their first weeks. Check in regularly to see how it’s going and provide feedback. Investing in onboarding means happier, more productive team members – win/win!
Review and Tweak Your Recruiting Process
Now, look back at how the employee hiring process went and see where you can improve next time.
Did interviews take too long?
Were new hires missing certain skills?
Figure out what worked and what didn’t so each round of hiring gets smoother.
And there you have it, your 101 guide on assembling an A-team.
With some strategic planning and a friendly, personalised approach, you’ll be seamlessly recruiting before you know it.
If you would like any further support on your employee hiring process, do get in touch – we love helping companies find their dream team.