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In the recovery period, it\u2019s going to be crucial to attract the right person to join your team to help re-build your business, you will also need to be able to efficiently handle the high number of applications you can expect from the crowded job market. Here are some quick and easy tricks to improve your internal recruitment and hiring process during this \u201coffseason\u201d.\u00a0 \u00a0<\/strong><\/p>\n Usually, around 4 pages in length, a professionally written Position Description (PD) details the duties, responsibilities, requisite KPIs and other key details which support the employment contract. Spending a bit more time to get this right before you start recruiting will help your team clarify what soft and hard skills are essential to the role.<\/p>\n However, due to most PD\u2019s being quite formal documents, we recommend creating a shorter, less detailed Job Brief (JB) which can be used to \u201csell the sizzle\u201d of the role, company and overall career opportunity.<\/p>\n The JB\u2019s purpose is to outline the job, using dialogue that will help you attract the right type of candidate for your company, and give candidates a hint of what your company culture is like. The JB is usually less than 1 page in length and can be used as part of the job ad.<\/p>\n Job hunting and the entire interview process is a nerve-racking and stressful experience. Prepping your potential new employees as to what to expect throughout your unique hiring process, is not only a professional courtesy, it will ensure you get the best out of each candidate while shining a favourable light on your company culture.<\/p>\n Whether interviews are face-to-face or virtual, preparing candidates includes\u00a0providing directions to tricky-to-find building entrances, login instructions for your preferred video conferencing tools,\u00a0advising who they can expect to meet during the interview process – names and positions, as well as giving an expected timeframe.<\/p>\n While you want to assess each candidate with consistency, trying to conduct identical interviews can be too much pressure and is not always realistic. It\u2019s best to let the interview flow and have a list of 5-10 key questions that each candidate is asked\u00a0and evaluated upon, covering relevant components of the job, such as leadership, financials and communication.<\/p>\n Taking this one step further, if you have more than one interviewer, have a game plan for who asks what questions.<\/p>\n Although it\u2019s difficult to be the bearer of bad news, following up promptly with every candidate demonstrates integrity and professionalism which feeds directly into your Employer Brand. \u202fA study from Indeed found 48% of job applicants\u2019 number one pain point was waiting to hear back from prospective employers. So, even if an applicant didn\u2019t get the job, they will appreciate being notified and given any feedback which might help them next time.<\/p>\n Contrary to what most people believe, the recruitment and hiring process does not stop once the contract is signed.\u00a0The early stages of employee engagement\u00a0are\u00a0critical to you retaining and maximising the potential of your new employee, as well as reflecting positively on your employer brand and culture.<\/p>\n We recommend employers prepare a detailed onboarding checklist or\u00a01-2-week\u00a0induction plan for all new staff members.\u00a0Giving them enough time, resources, and knowledge to learn the ins and outs of their new role, meet and connect with their new colleagues,\u00a0and feel like a valued part of the team, will pay dividends in the form of increased staff retention.<\/p>\n This article originally featured in\u00a0Spice Magazine<\/a><\/strong>.<\/em><\/p>\n1. Be clear on what the job entails<\/strong><\/h3>\n
2. Candidate preparation<\/strong><\/h3>\n
3. Consistent interview format<\/strong><\/h3>\n
4. Candidate follow up\u00a0<\/strong><\/h3>\n
5.\u00a0Plan for week 1, not just day 1<\/strong><\/h3>\n
Need help with\u00a0all or part of your recruitment process<\/strong>?<\/strong><\/h3>\n