For any manager there comes a time that you will need to recruit staff for your team/business. Whether you work as a sole trader or for a large multi-national company, ensuring you hire effectively and efficiently will be the key to your recruitment success.

Here are a few simple tasks that need to be considered in order to secure the perfect candidate.

Position description:
A position clearly outlines the responsibilities of the position. A position description (PD) provides a guideline and expectation of the role and provides a basis for future performance appraisals.

Advertising:
If you choose to recruit the vacancy yourself instead of gaining the assistance of a recruitment agency, it is important to understand your intended target audience. Which job board will they review? Should I advertise in print media? Should I use social media methods?

When you have finalised your recruitment/marketing strategy, you must construct a detailed, concise and descriptive advertisement to attract the right candidate. The way you write your advertisement and the words and language you use will determine your success in attracting the right candidate.

Interview:
Once you have shortlisted your applications, ensure you have thoroughly planned the interview process. Factors to determine:

• Who will be conducting the interview? Will another staff member be included to gain their opinion?
• What will be the interview style? Will it be structured? Informal?
• What questions will you ask? Will you ask example/evidence style questions?

Testing:
After interviewing your shortlisted candidates, you may chose to conduct one or a number of tests to further screen the candidates. Tests may include:

• Personality profiles
• Psychometric tests
• Skill tests
• Computer software tests
• Police check/working with children check

Reference checking:
Reference checks are vital and something that can be generally over looked. Reference checks provide necessary background information on how the candidates performance in previous places of employment. Ensure you ask questions that will allow you to determine the suitability of the candidate for your current position but also their ‘cultural fit’ for the business.

Offer:
Once you have selected the ‘right’ person for you vacancy you need to undertake the process of making them a formal offer. It is important that you include all the necessary details. Your letter of offer should include:

• Position title
• Salary
• Commencement date
• Managers name

The important thing to remember is that the recruitment process shouldn’t be rushed. It is more important to take extra time through the recruitment process rather than having a placement made that doesn’t work out, which could end up costing you valuable time and money.

If you would like to use the service of a recruitment agency to assist you in finding your next employee, do not hesitate to contact elle belle recruitment.

Written by Linda Lewin