Are you looking for the right
Staff?
Nikki Taylor discuss’s
how smart recruiting can take the hassle out of
the recruiting process, and ensure that you are
both winners. Along with saving the companies
time and money.
Let’s start by being clear
about why you want to recruit someone into your
business.
You may need to replace someone who is leaving.
Of course this is a problem, but can you turn
this into an opportunity?
New business opportunities or business growth
has created a new job. How will this affect the
flow and allocation of work? How will a new person
fit into your business?
This is the ideal time to review
what you need from a new person.
An employee who is moving on may have been with
you for some time, and in that time your business
has moved along to meet the changing needs of
now. You can be sure that your business needs
have changed. Do you need to change your expectations
for the new person? Updating your job description
will help you. Perhaps create a new one and restructure
the old position to suit the way the business
is going now. This is great to moving forward.
Your thoughts are “I know what I want!”
Of course you do, but can you explain it, in an
organised manner to applicants or consultants?
Writing it down will always add clear picture,
and good candidates value what you really want.
The job description will make this a lot clearer.
If you don’t have a job
description, writing one can be quick and easy.
If you want to try, use this set of headings.
|
Job Title |
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Purpose of the job.
|
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Direct reports to this
job. |
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Main Duties: this should
include the phrase “any other duties
required from time to time”, to avoid
the need to change the document as the job
changes. |
|
Key Performance indicators:
how will you measure the contribution? |
|
Hours required in the
role |
|
Benefits on offer to
candidate |
|
|
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The end result can also form a part of the employment
agreement, so that the rules and performance required
are documented.
If it is so important that you find the right person,
it is worth getting this bit right. I believe it’s
about, the right fit first time – and its all
about attitude.
If you think it is not critical, just
spend a few moments thinking about what their first
mistake could cost you. Staff turnover is very costly,
particularly when you consider the disruption to your
business.
Finding applicants
You can put the word out to friends,
relatives and business contacts. This is easy and cheap,
but it starts an open-ended process, and everyone who
approaches you thinks they have the inside running or
are entitled to the role.
You will run into difficulty saying no to Cousin Mary
who is totally unsuited for the role but believes you
are driven by family obligations to help.
Advertise in the newspaper
Very traditional, and it works for
most businesses most of the time. Space can be expensive,
so you try to cram everything into a small space to
save money. You need to spend your business time responding
and everyone wants to apply. You need to reply back
of course, as you have had the business named in the
advert. Go to a recruitment professional, its worth
it.
Recruitment Consultants
Here is where you save time and the
money- however it’s up to you. The Job Description
can be done for you. The advert can be written by a
professional. The screening can be complete where the
candidates are not aware of your company until full
screening has been done. Reference Checks and Assessments
are done for you. You can run the business as per normal
with no interruptions. You are reassured you get the
right person and you get ongoing support once the right
candidate is found.
Best of luck - Nikki
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