6 Top Recruitment Tips for Hiring Managers and Interviewers

BlogHR Advice Posted: Tuesday 24th April 2018 by

Hiring the wrong candidate can cost your business a fortune. According to ACAS the real cost of replacing an employee is a startling £30,000. This includes costs that are often not accounted for, such as loss of productivity in the time it takes to get a new employee up to speed, HR and management time, and lower morale among staff that may have to pick up the slack.

If you need to tighten your recruitment process to drive down costs in your business, here’s our top recruitment tips for hiring managers and interviewers.

Get the basics right

If you don’t have a robust recruitment process in place, then the rest will fall apart pretty quickly. With solid foundations, your house will remain upright for years. If you haven’t done so in a while, now’s the time to review and overhaul your recruitment processes.

Here are a few things to consider.

Profile the role

Knowing what you want is key to a successful recruitment campaign. This might sound obvious, but do you know why the position exists and how it impacts on your business? Would your company be better or worse off if the role didn’t exist?

Truly understanding the job you’re hiring for will help you to formulate a bespoke recruitment plan.

Review the job and person specs

Job and person specs are an essential component of the recruitment process. It’s not only vital to know what you want, but who you want.

Job Spec

A job spec should detail where your new hire will be working, the salary range of the role, the core job descriptions and any specific responsibilities. It’s also your opportunity to map out the position from start to finish so both the company and the candidate are entirely comfortable with the full details of the job.

Person Spec

Once you’ve got the job spec nailed, it’s time to decide the skills and qualities of the person who might fit the bill.

Many employers make the mistake of not spending time on this part of the process. But, deciding on the type of person you’re looking for will help you to narrow down the candidate pool at the application stage.

Think about things like the type of personality that might fit well within your existing team. Or, personal traits that will help your candidate do the job well. And, any specific industry background, experience or education that would be of benefit to the business.

Attract the right candidates

Next on the list is to know where your candidates are hiding.

You’ve got a good idea of who you want and what you want them to do, so it’s time to track down the ideal person for your role.  To narrow down how you’ll do this, think about the budget you’ve allocated for this part of the process. Recruitment isn’t cheap and skimping on expenses at this stage may cost you the candidate of your dreams.

Weigh up the pros and cons of advertising on generalist or specialist job boards, or using a recruitment agency.

Hone your interview skills

Unless you’re an experienced interviewer, the interview is often the trickiest part of the recruitment process.

Not only do you need to ensure your interview process is legally compliant, but you also need to quality score/benchmark your candidates against specific criteria to avoid potential claims of discrimination.

Before inviting your candidates for interview, know precisely what you’re hoping to achieve and what interviewing techniques you’ll use.

If you’re running a volume recruitment campaign, think about how you might run an assessment center or group interview, and what resources you’ll need to ensure this process secures the right outcome.

Follow up

We can’t stress this enough. The recruitment process is not over until you’ve followed up with every single applicant.

There’s nothing worse for a candidate than to be left hanging, waiting to hear if they’ve been successful or not. Hiring managers who don’t follow up with unsuccessful candidates can leave their company open to negative vibes in a digital world where people will take to social media to air their grievances.

By following up with your candidates you are also widening the talent pool for opportunities that might later arise.

Need support for your recruitment and hiring policies? Get in touch with the expert HR team at Human Results.

Shares
Share This