Recruiting the right employees can be a challenge, with no guarantee of success. But using the right information and procedures will improve your chances of finding what you are looking for.
This briefing outlines:
For example, poor performance may be due to employee shortages.
Keep records so you can justify why you chose one candidate over another.
For example, you may want specific experience or skills, or the ability to work well in a team.
Give all skills a weighting according to their importance and decide on essential, and desirable ones.
Beware of antagonising existing employees and ensure you give equal pay for work of equal value.
Use your training and development programmes to prepare employees for promotion.
Unless you expect the candidate to relocate to your area, local newspapers may be the best option.
Find your local office or phone 0845 601 2001 to advertise your vacancy.
Specify a range so that you can vary your final offer according to what a candidate seems worth.
You will need appropriate training or support accredited by the British Psychological Society (0116 254 9568).
Testing should be a central part of your selection process, helping you check the claims made on applicants' CVs. If you have no experience of the candidate's field of expertise, get someone who has to help you test. Below are examples of different tests.
For sales people, provide a fictional customer profile and product description, and ask candidates to prepare a presentation within a specified time.
Test accountancy personnel by printing off a profit and loss table and asking them to identify problem areas. Always check for knowledge of spreadsheets.
Ask IT applicants to look at, and suggest solutions for, problems you experience on your IT system.
Assess prospective engineers by asking them to suggest a maintenance schedule for your key machinery.
Check basic skills of office employees by asking them to produce a straightforward sample document.
It is sensible to have a written agreement when contracting self-employed people.
Periodically review the effectiveness of your recruitment process by examining key indicators.