A Series of 12 eGuides outlining Best Practice Recruitment Processes
Developing an effective recruitment process takes time and work. Each company is different and each role unique, meaning you require very specific candidates. They are however, out there! We hope to partner with our clients to help you attract the right people, shortlist and assess them effectively and ultimately secure them for your company.
Contact one of our Recruitment Consultants today to discuss your needs or download and read a relevant Recruitment eGuides from the following series…
Most companies look at hiring in terms of revenue. Companies that have money create positions to improve revenue. Companies that are struggling either remain stagnant or go through layoffs. Neither of these are the correct strategy.
Attracting the right applicants isn’t solely about where you’re advertising – it’s also about what you’re advertising. Your company’s job description is your advertisement. It’s designed to attract the right people so that you have the best applicants applying to the position.
Salary is a complicated issue. On the one hand, companies want to pay as little as possible for their employees, because less money means more revenue. On the other hand, if you pay too little you can actually run into problems…
Our goal here isn’t to discuss why our company is better than the alternatives, but rather to showcase what you need to consider when you choose your recruitment services, and why it is important in the end to make sure that you’re making the smarter, most efficient choice for your business.
Usually phone interviews have set questions and are briefer than standard in-person interviews. It’s not about getting to know the applicant, so much as it is about finding reasons that you should not call an applicant in. Unlike in-person interviews, you’re not trying to figure out who to hire – rather, you’re trying to figure out who not to.
Perhaps the most important part of the hiring process is the personal interview. Personal interviews are interviews that take place in a more personal setting – one on one with the applicant – and they are both the most informative and the most mistake riddled portion of recruitment.
Many companies have chosen to add recruitment tools that give them more information on the type of individual they may be hiring, using profiles and applicant assessments that give them insight into the abilities of the applicant.
While resumes, cover letters, CVs, and even interviews all provide information that can show you whether or not an applicant is qualified for your company, references provide information that all other application information doesn’t, and that makes it a valuable addition to your recruitment practices.
You have successfully found someone that looks like a great new employee for your company, and you’re ready to have them work for you. Of course, you first have to make the job offer, and unfortunately many companies do not put much thought into the job offer despite the drastic impact that it can have on future work.
Onboarding involves making sure that plans are in place to properly train every employee and habituate them to the working environment. You’ll need to have a plan, and that plan needs to address things like…
Performance reviews are one of the most common parts of the modern day workplace. They are your chance to share your feelings with the employee, let them know their value to you, and decide on whether or not they’re going to move up in the company.
Change can be scary for most businesses. While companies want their revenue to change for the better, altering any of the processes that they have in place within the business can be scary. This is especially true when it comes to employees.