How often have you heard about the perfect candidate – of all the CV’s, they had the right knowledge, skills and track-record. The business will be so much easier to run once they start. The interview goes well and they live up to their CV. A few weeks after joining, something’s not right. Why?
It might be down to your hiring approach, so here are our top ten areas to look at, to make sure you have the best chance of finding and keeping the right people in your business:
- Create an organisation structure. Even if it’s for your first employee. Be clear about the different parts of the business by thinking about what the business needs to serve its customers well.
- Create a job and person brief that has a clear purpose for the business and customers and is not based on the person being replaced. If you recruit someone that’s just like you, it might boost your strengths by duplicating them. However, it could duplicate your weaknesses too!
- Be clear about the job role and expectations from the start. It may be true that someone has ‘bigger business’ experience and contacts from their previous role, but be sure to check they can work well with the chaotic nature of a smaller growing business. A couple of simple questions at interview can give you some useful clues.
- Focus on behaviours and character, at least as much as technical skills and knowledge. What are the qualities and values a person needs to have to be successful in working with you and/or the current team?
- Create room for growth and change in the role. It’s more than the obligatory job description line that says ‘and any other duties that the company may require’. It’s about recruiting for where you see the business going, as well as where it is now.
- We often hear things like ‘I need a self-starter, someone who’ll just get on with it, can hit the ground running!’ As true as that may be, taking a small amount of time to introduce your new recruit to the business properly with a planned induction process, with regular check-ins, will pay dividends in productivity levels later.
- Use the right recruitment services for you. Do some research and talk to people you know about the options and platforms available. We love www.RecruitGenius.co.uk and www.Maxad.co.uk. However, using a good recruitment consultant, particularly for senior and specialist roles, can save a lot of time and energy. Think cost versus value and you’ll find the right resource for your business.
- Have a consistent interview structure and apply it to everyone you interview. We often hear ‘I’ll know it when I see it’. You probably will, but you need to be able to respond to a challenge if someone questions why they didn’t get the job. Take advice here if you need to from an HR professional. If you don’t, you might find yourself unable to defend a discrimination claim at a later date and that’s a high price to pay for a couple of hours investment up front.
- Making informed decisions. For example; you have two equally good candidates, one has a notice period, the other can start tomorrow and you need someone quickly. Consider the strengths of each candidate carefully before you make the offer based on timing alone. That other great candidate may well be settling into a new role with a new business by the time you’ve finished dealing with the challenges that came with your new hire.
- Interviewing on your own may seem like a productive use of time, after all, you know what you’re looking for. However, we all differ in our judgements and perceptions. If you can’t interview with someone else, at least run your ideas and conclusions past someone you can trust to provide constructive challenge.
We love helping small and large businesses find and retain the right people for their needs. Find out more by visiting our Recruitment Support page.
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