1. Spend time getting the job description right
When you are replacing members of staff, particularly if you are in a hurry, it is tempting to put together a job description as quickly as possible, usually just copying the role requirements of the previous incumbent.
However, spending a bit more time reviewing the job description and person specification prior to starting recruitment will really pay off in the long run. A detailed brief that defines not only the needs of the role and the organisation, but also the qualities of your ideal candidate will help you to judge interviewees objectively against set criteria.
While putting together a job description, you may also find that some duties would be better split or moved around the department, rather than just replacing like for like.
2. Consider your timing
Traditionally, January is the month many organisations start big recruitment drives, as there tend to be more jobseekers around as people resolve to improve their working life in the New Year. However, it also means your vacancies are competing against those from other organisations, so it may be worth considering moving your recruitment to a different time. In fact, almost half of British firms plan to recruit before the New Year starts.
It’s definitely worth keeping an eye on the recruitment of organisations similar to yours. If they are running a recruitment drive at the same time as you, this could be a benefit as your brand can ‘piggy-back’ on their efforts, but it may also lead to competition for the same candidates.
Even if you need to replace a staff leaver asap, don’t feel pressurised into rushing your recruitment.
4. Use your existing staff more
Your internal employee base is a great resource for recruiters, but one that is often neglected. Ensure all your vacancies are well advertised within your own organisation, make sure you advertise them on your organisation’s social media channels and ask your employees to redistribute to their own contacts.
You can also use your existing employees to help with the recruitment process. Allowing them to give feedback on the job description and person specification prior to recruitment is likely to help ensure that a new employee works well with the rest of their team. Existing employees can also help you review CVs and sit in on interviews, to give you an additional point of view.
Finally, don’t forget to give your staff leavers thorough exit interviews, and to feed the results back into your recruitment programme. This is one of the best ways to improve staff retention, as it addresses problems when they arise.
For more information or help with recruitment you can contact the office on 0845 644 0935 or email@example.com.Back