The latest news and advice from our recruitment experts.
Effective recruitment is not just about matching up the right candidate to the job – it’s about representing your business well in the process – and to do this takes time, thought and consideration. So how do we undertake an effective recruitment process that will reduce turnover and leave people feeling good about your business?
Writing an advert that attracts the right candidates to your business takes time. As an absolute minimum, it needs to outline who you are, what you do, what you are looking for in a candidate, what the job involves and meet any immigration requirements. To reach the most candidates adverts can be linked to your business Facebook page, website or LinkedIn page. Not putting the time or thought in at this stage could result in a mismatch between the candidate and job/company. Not listing your role on the appropriate sites means that you are not maximising the potential number of people that it is reaching.
This is a time saver and a huge benefit of using an applicant tracking system or a professional recruiter. In today’s market candidates want to know if their application has been received. The fastest way to cut down the number of telephone calls YOU receive is by outsourcing the process or using an Applicant Tracking System that automatically notifies candidates as soon as they apply for a role.
As Owners/Managers your lives are busy. You often wear multiple hats (marketing, HR, finance etc…) and often you juggle rosters, do the job yourself or split the job between other staff because you don’t have time to go through the multitude of Candidates/CV’s that have applied for the role.
If you place an advert for a role recruitment MUST be one of your top priorities. That fabulous employee that has applied for your role has probably also applied for other roles. If you don’t move fast someone else will.
If you have spoken with or interviewed a candidate you need to be able to refer back to details at the drop of a hat. What salary expectations did they have? When were they able to start? What did they think their strengths were? Why did they want to work for YOU? It’s just a little embarrassing to have to go back and ask those details of a candidate when you should already know them.
This is integral to the recruitment process and an area where candidates can drop off easily. Whether it’s moving from screening to interviewing, interviewing to reference checking, reference checking to decision making – keep them in the loop as to where you are at and what your time frames are. Don’t give them reason to keep looking at other roles.
As mentioned before,effective recruitment takes time. To minimise staff turnover you MUST undertake reference checks (for every role). On top of that you may want to do Ministry of Justice checks to ensure that your employees do not have criminal convictions, psychometric profiling to find out their strengths, areas for improvement, best way to be managed and how they fit with your team etc… Failing to undertake these because you are pressed for time may result in choosing the wrong candidate for your role.
We’ve saved one of the most important for last. Notify candidates (even if they are unsuccessful!) as to their status once you have completed the recruitment process. Not doing this just leaves a sour taste in the mouth of the candidate who has taken the time and effort to apply, only to have their application “filed”. Again, a huge benefit to using an applicant tracking system or a professional recruiter who will do all of this for you.
So do you have the time to undertake an effective recruitment process that will do justice to your business? Something to think about before you list your next job……
If you have any questions about our Applicant Tracking System (ATS) or any of our Recruitment services, please do not hesitate to contact Annette on 0800 758673.
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