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Your employees make your business. In tight labour markets, competition is fierce for the best recruits.
You may have to make decisions quickly. But remember a bad recruitment choice can be tough on your wallet.
Some figures suggest the cost ranges from around 50 to 300% of annual salary.
Here's a list of the basic elements of recruitment to support you during your search...
Figure out what role is missing in your business and the kind of candidate who you want to fill it.
Define the role in more detail and build a profile that will form the backbone of your job advert.
With a wealth of options, take some time to figure out if a more general advertising avenue or one tailored to your industry is more likely to see results.
You want to reach the right person. Spread the word through your current and past employees, through business networks and more traditional advertising routes.
The first port of call of many potential applicants will be your website. How does it stack up against your competitors? How does it reflect what you do, who you are and what your company culture is?
Decide how you will respond to applicants when they send in their CVs or application forms. Again this is a good opportunity to market your company as one that operates professionally. Let potential candidates know how you will get back to them and when.
Some CVs and application forms will stand out naturally. But make sure you’re not throwing out some wheat with the chaff. Professionally created resumes can be deceiving. Show flexibility if appropriate. The world of work is fluid now. People can expect to do several different careers in their working life. Look for key transferrable skills even if an applicant hasn’t done the actual job before.
Interviews have a strange energy to them. You’re trying to recruit the best. The candidate wants to be your best. And this is the best opportunity you’ll have to see if the person on paper stacks up to the person sitting in front of you. Prepare well and delve deep.
This will depend on how you see the role developing. Do you want someone fully formed or have you identified a star in the making that could flourish with some additional support or training? How closely does your chosen recruit fit your job profile?
Don’t underestimate the power of a good induction process. Give the new recruit a positive start and you’re more likely to retain them. Recruitment is costly. And first impressions count.
This handy employer toolkit developed by Falkirk Council supports businesses who are looking to recruit.
Find out more
By practising inclusive recruitment you'll cast your net wider. Find out the support available.
Diversity and your business - read more