5 unique tips for recruiting the best staff this year
It’s the new year, which means that while many staff return to work refreshed, renewed and ready to go, inevitably some will come back to the office with change on their minds.
This is the all too familiar ebb and flow of the employment cycle, but for small to medium business owners, who may not have the time or resources, recruiting staff can be a nightmare.
The truth is, finding good staff these days is tough, in spite of the current employment environment, and there are a couple of good reasons for this:
- Recruiting staff takes more than placing an ad and trawling through resumes; and
- Recruiting the best people takes time.
So, whether you’re looking for a replacement employee, or just want to expand your business or practice, here are our top five tips for making the recruitment process as effective and efficient as possible.
1. Have clear expectations
At the outset, take time to think about what you want from of the role. It may be a great time to modify the job description’s duties or expectations slightly to suit a changing business environment. Try not to fall into the trap of just looking for the same skills the incumbent offered just because they worked well. Review the position with renewed perspective and document what the new requirements of the role are to give you a better understanding of expectations.
Some useful considerations are whether you would accept more flexible work arrangements, or two part-time positions instead of one? A small change to the terms of the position may open up different segments and new applications.
Another consideration is to understand the current culture of your business. Recruiting for cultural fit is a critical element to finding the best staff and keeping them. How do your current staff describe the culture of your business? Find out, and consider it when reviewing the values of your candidates.
2. Establish an interview framework
There are at least two aspects to an interview framework that you must invest time into.
The first is establishing a list of questions that you can ask. Opening up Google and searching ‘interview questions’ won’t allow you to get the best out of your candidates or the interviews.
There might be some generic questions you can utilise to get the ball rolling, but asking the right question is the key to success.
Think about exactly what you want to know about your candidates, the things you and your business value in a person and their skills. Then compose questions that will summon the most revealing answers.
The second aspect of an interview framework is to ensure you have a quantitative approach to judging candidates. This helps remove inherent biases but also ensures that candidates or at least certain aspects of their application and interview are not forgotten.
3. Consider your brand
Where is the first place you go when you want a question answered? The Internet.
When someone applies for a job with your business, one of the first places they will visit is your website. It’s important to make sure your online presence reflects your brand. This means ensuring your website – and any other website that may refer to you or your business – clearly showcases your business in the way you wish it to be seen, with clear messaging and a consistent look and feel.
While 98% of candidates would not be put off by a poor brand impression, you don’t want the 98%, you want the 2%. If you’re seeking the best staff, you should be looking for the ones who are a little more discerning and are passionate about everything your business stands for – not just someone who is ticking the boxes of a job description.
4. Customer Service
This might seem like an odd addition to the list but the reality is everyone likes to be treated well, and first impressions last! If someone applies for a job make sure you take the time to thank them for their application and communicate with them throughout the process, even if they’re not successful.
While treating people well has a positive flow-on effect for everyone involved, and will endear people to your brand even further, when you do finally recruit someone they will have a clear understanding of your customer service expectations from the beginning.
5. Get help
If you’re not a qualified human resources person, outsourcing recruitment is, without question, the best use of your time and money.
Writing, refining and booking ads, trawling through resumes, phone screening, face-to-face meetings and the endless administration tasks associated with recruitment all add up to hours upon hours of your time.
The best recruiters approach recruitment like they would a relationship – so before you give them the key to your house make sure you meet them, trust them and get along with them. They need to understand you, your business, your brand and culture before they can be entrusted to find the perfect person to fit in with your team.
Keep in mind that a recruiter is representing you and your business, so you need to feel comfortable having frank conversations with them to ensure positive and impactful outcomes for the long-term.
This trust and rapport will be the key to ensuring your first recruitment experience is successful and should be the beginning of a long and mutually beneficial business relationship.
A good recruiter should provide more than just recruitment, they should be able to offer advice around your staffing structure and alternative strategies and must always be passionate about the success of your business and your staff.
To find out how Simple. Recruitment can help you with all of your recruitment needs, call us today on 0411 124 471. Contact Page.