Many businesses fully believe that employees are their most valuable asset. This is because having the right team behind your business greatly increases your chances of success. Therefore it is always advisable to invest wisely in this valuable asset. Finding the right people to join your business should be a decision given careful consideration. Before you can reach the decision stage, there are many aspects to consider, from a basic but often overlooked job title and description to ensure you are attracting candidates with not only the skills and experience to meet your expectations, but that both their attitude and personality are fully aligned with your future business goals.
If you don't select wisely, recruitment can be both costly and time consuming and lead to poor retention levels that cause unnecessary disruption. So, why not get it right the first time? You can rely on HR:4UK to help find that special someone to join your winning team. Our HR advisors are skilled and experienced recruiters and can help you get the right fit for your business first time.
How Our Recruitment Service Can Help You
Employing staff tends to be the largest investment a business makes. Ensuring that you have highly motivated, skilled and experienced staff can be the foundation to running and growing a successful business.
The key to a successful recruitment campaign is planning and preparation.
Working together with you, we will assess your business needs and ensure that the following considerations are make to fill your vacancy.
- Define the job role to be advertised.
- Decide how we are going to advertise the role.
- Consider what process are going to used to assess the skills and competencies of applicants.
- Decide what you need to have in place when you have identified a suitable candidate who accepts your job offer.
Define your vacancy
Defining what job you are offering is a critical stage of the recruitment process. It sets out the key skills, experience and competencies you need from your new employee.
We will ensure that the key aspects and duties of the role are outlined in the job description. We may also need to draft a ‘person specification’ - this is similar to a job description but sets out the personal attributes you are looking for in a candidate such as specific qualifications, skills, experience, knowledge and other personal attributes.
Advertising the role
Depending on your budget, we will advise where you the vacancy should be advertised considering the following options:
- Local newspapers and their websites.
- Job Centre Plus.
- Recruitment agencies
- Online job sites.
- Trade publications and their websites.
- Social media – Facebook, Twitter, Linkedin.
- Colleges and universities.
Following best practice, by advertising your vacancy internally, which could be a promotional opportunity for your existing staff. This solution also reduces time spent onboarding and training.
Interview and selection
Once we have advertised your vacancy we will then assess your applications.
We have a clear process in place to fairly and objectively handle and assess applications. All applications will be examined against the job and person specification. By using a ‘scoring matrix’ which sets out the skills, experience, competencies and personal attributes candidates need to demonstrate we can rate each application against the matrix.
Once we have completed the review of all the applicants, we will help you decide which ones would be suitable to invite for an interview.
In order to avoid any potential claims for discrimination, we will ensure that your recruitment process are compliant with employment law and do not request any medical or health information from potential applicants. We will also ensure that candidates invited to interview will be asked if they require any reasonable adjustments to the arrangements for the selection process.
We will advise you on how best to assess the potential applicants which depending on the role, may require a test of the applicants skills.
Dependant on the job role we will advise on which assessment method is the most appropriate and may even decide to use a combination such as:
- Standard face to face interview (we can provide scripts for you to follow with interview questions)
- Role play.
- Group sessions.
- Actual demonstration of skills and competencies.
Again, it is extremely important that we can demonstrate that you are using fair and objective measures to assess an applicant’s suitability for a role. If candidates feel that any part of the recruitment and selection process is discriminatory then they have a right to pursue a claim through an employment tribunal.
What to consider when your new employee starts employment
Once you have completed the selection process there will be a number of further considerations to be made. Here again our HR and employment expertise will guide you safely through these steps. As clients, you will easily be able to generate the HR documentation required using our eConnect, where you can choose from a wide range of pre and post employment letters.
- You need to make the applicant a formal offer.
- Do you want to include a probationary period as part of the offer?
- What pre-employment information do you need? This might include copies of qualifications, referee contact details, evidence of right to work in the UK, copy of driving licence, etc.
- How you will ‘meet and greet’ the employee on his or her first day?
- What initial training will the successful candidate require? Do you need to consider developing an induction programme?
Getting it right
Recruiting staff can be a legal minefield and the costs of making mistakes, however innocently, can be extremely high.
HR:4UK can help you by providing advice and support to ensure that you do not fall foul of your legal responsibilities when recruiting staff.
For further help and advice, speak to one of our advisors by calling 01455 444222 or complete our online enquiry click here and an advisor will contact you shortly.