IT COSTS YOU – GET RECRUITMENT RIGHT!

One of the biggest investments small to medium-sized businesses make is in its people, so when they are hiring, they need to get it right.

We all know if we get it wrong it costs us…not only in money, your time, your team's time, the impact on morale and business culture there’s also additional stress to business owners, their teams plus the potential of having to repair relationships with third parties.

It can cost up to 50% of a salary when it goes wrong!

So, here are some helpful tips on getting it right!

Job Description:

Get the job description right! (the devil is in the detail)

Spend quality time on the following.

• A brief summary of your business

• Purpose of the position.

• Duties the individual will do.

• Skills and experience required.

• Reporting lines.

• Decision-making responsibilities.

• Financial responsibility.

• Also, think about what the business might need in 2 years’ time.

It doesn’t have to be a novel, but get the main points identified and written out in a bit of detail.

Even if you tend to get your staff through word of mouth, put together a great job description!!

Advertising:

• Try to stand out with your company logo

• Sell your company culture, what’s GREAT about working for you!

• List the top three or four key duties required.

• Have a job description for them to download

• Details on how to apply, location and salary range

• And if appropriate ask for a cover letter.

Shortlisting:

It can be time-consuming, so my advise to you is to go somewhere quiet, have the job description next to you so you are reminded of the skills, experience and attributes you are looking for, but also look out for that CV that catches your eye.

• Look at transferrable skills.

• Be ruthless matching to the job description. I know its harsh, I’ve placed ads where I’ve had over 120 applicants!!!

In your first review, you may end up with 15+ CVs on your shortlist. If you’ve asked for a cover letter, read those shortlisted and see if any resonate with the business culture/team fit and then cut the list again.

If you’ve been overwhelmed with applicants and they are of a high caliber, think about stopping your advert early.

Phone Interviews:

Once you have got your top 5 - 10 potential candidates conduct a quick 30-minute phone interview.

• Explain they have shortlisted along with a few others, so you would like to chat with them.

• Talk over their CV – likes and dislikes in their previous jobs. Maybe they have moved jobs a lot – ask why. Have a conversation.

• Chat about why they have applied.

• Go with your intuition and get your top 4.

• Call back those unsuccessful explain why – Make sure you do this; your business reputation is remembered.

Interviews:

• If possible, make sure there are two of you interviewing the candidates. That way you have a go-to person / sounding board when comparing candidates.

• Prepare your questions so they align with the duties, skills and experience required for the job.

• Try to make the interview more of a conversation, you can learn more about someone and their culture fit with your business this way.

• Ask open questions directed at ascertaining if they have the skills and experience required for the position.

• Ask follow up questions to these initial questions, get into the detail of “their” experience.

If you’re sitting on the fence with a potential employee, go with your intuition!

In some cases, a pre-employment health check is also appropriate.

Reference Checks:

Make sure you do it! And do it well.

• Ask about their previous responsibilities.

• Job title and dates worked for them.

• Development needs.

• Would they rehire?

Follow these steps, but also shape them to your style as a leader, and success ought to follow.

Here at the Human Factor we love helping our clients get it right. If you require further guidance, advise or the best process for your business then reach out. HR Consulting Tauranga,

maria@thehumanfactor.co.nz or www.thehumanfactor.co.nz