How to hire GREAT TALENT in 6 easy steps!
The world of recruitment has never been so tough.
Unemployment is at its lowest for 30 years, and the competition to hire top talent has never been so fierce. It’s not going to get any easier any time soon. TeamOne, using the benefit of its 25 years in business has put together a cheat sheet, just for you!
We hope that it will help you attract, recruit and retain the best talent!
1. Write Great Copy
A well-written job ad is essential. The job ad you use to attract talent is very different from the job spec you use internally. If you want to attract the best of the best, do not fall into the trap of using a job spec to advertise a vacancy!
• Your job ad should tell your story. Humanise it, and don’t get too caught up in the detail.
• It should include a short description of what is great about your business. Think about why someone would want to work for you? What exciting plans do you have for the future and why do you work there?
People apply for jobs for all sorts of reasons; great holidays, flexible working hours, a friendly and sociable environment, free parking, fresh fruit or a dress down Friday. Whatever perks you offer, shout about them! A good job ad is your shop window.
2. Treat All Applicants With Respect And Act With Pace.
You have gone to a lot of effort to write and place your ad.
• Start a dialogue and maintain proper communication. No one likes receiving a rejection letter, but what applicants hate more is being left hanging after submitting a CV, or attending an interview.
• Deal with the applications quickly and efficiently and call all potential interviewees. Telephone screening gives you the chance to review the applicant’s suitability before the interview. It will also provide them with more insight; help you with selection and speed up the process.
3. Be Quick
The more time you leave between advertising the role and interviewing, the higher the risk of losing the applicant. Having invested so much already it would be a shame to lose great candidates through poor planning.
4. Plan Your Interviews
Give the candidate the chance to shine and be the best that they can be. Neither you nor the applicant will benefit from a good cop-bad-cop routine!
• Using their CV and your job description plan the interview. This will ensure you get the best out of the candidate on the day. The more tangible evidence you collect, the easier it will be to assess and make your final decision.
• Tackle the salary question ASAP. Ask the question directly – How much do you earn? What salary are you looking for? What benefits do you receive, including holidays, and have you applied to any other roles?
5 Provide Feedback And Quickly!
· Give feedback quickly. If someone has taken the time to attend an interview, have the courtesy of giving tangible feedback. Nothing will harm your “people brand” more than leaving applicants hanging. And don’t forget, they have a right to see any notes you may have taken during their interview.
· It is good practice to invite applicants for a second meeting. This can be an informal coffee chat at which point you are courting them, so it’s important to show the best of what your business has to offer. This is a chance for them to ask any outstanding questions and for you to introduce them to the team.
6 Offer Quickly and Keep Talking
· When you decide to offer, move quickly! If you think they are a good fit, it is likely another employer will too!
· Good Recruiters pre-close applicants on their salary expectations throughout the process – do this, and your offer is less likely to be declined. Don’t avoid talking about money; from the first call and at each stage of the recruitment journey.
· Make sure offers are processed quickly, emailed and posted, and stay in touch with the applicant. Wish them good luck with their resignation and remain contactable!
· A warm welcome is important to make a good first impression. Treat them as you would like to be treated yourself. And remember the 1st month is the hardest, so maintain an open dialogue throughout.
People are often a business’s most significant investment, so keep talking and remember harnessing great talent is a two-way street.