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Go from the job profile all the way to 'You're hired'

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...

Have you taken these steps?

Identify the vacancy

Figure out what role is missing in your business and the kind of candidate who you want to fill it.

Prepare a  job description

Define the role in more detail and build a profile that will form the backbone of your job advert.

Decide where to advertise

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.

Market the role

You want to reach the right person. Spread the word through your current and past employees, through business networks and more traditional advertising routes.

Create a good impression

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?

First contact with applicants

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.

Create a shortlist

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.

Interview

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.

Select the best candidate

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?

Prepare the new recruit

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.