Recruiting the best way possible
Updated: Jul 7
In a time where jobs may be scarce, you must know what you should and shouldn't do when it comes to recruitment. This blog will cover just those things.
What you should do
Some key steps include:
Maintain confidentially in your process - keep information secure and only use that information for the reason you collected it and for the time you need it for.
Consider promoting within. Building long-term careers with existing staff can help reduce turnover.
Define what steps you want to include in your recruitment process.
Plan ahead for an onboarding process.
Give candidates a tailor-made application form.
Have a position description for the job. This will give you clarity of the skills set you are looking for in your new employee. It will also help pre-empt any possible questions candidates might have.
Set a salary or wage range for the new candidate - have a range that takes into account the level of skill and experience a candidate has.
Have an Employment Agreement & a letter of offer ready to use.
Draft an advertisement, broadly describe what the job entails and what skillset you are looking for.
Prepare standardised and open-ended interview questions that elicit information from your candidates - avoid the yes/no style questions. You might want to consider behavioural based questions provide you insight as to how the candidate is likely to react and handle a particular situation.
Phone screen your candidates if you can't pick who should be interviewed. This is a strategy that can be used to create a shortlist when you attract a heap of candidates.
Decide who is going to be on the interview panel.
Interview your top picks (don't make it too hard for yourself, you could interview 3 or 4 candidates if you can narrow them down).
Reference check at least two recent supervisors/ managers.
Plan for how you decline candidates - their experience matters as they will form an opinion of your company from how they have been treated. People talk!
Finally, don't draw out the process - good candidates won't wait long.
What you shouldn't do Some key points include:
Don't discriminate against any person, check out this link for information on grounds of discrimination.
Don't ask candidates to work in the proposed role as a 'work trial' for long periods in the hope that you don't have to employ them if they're not what you're looking for. Refer to the Salad Bowl case for information on this - there is a great risk if you operate like this that you will find you have yourself a new employee.
Don't advertise a role that is already held by another employee.
Don't call people for reference checking if you don't have express permission to do so - you will breach your candidates' privacy.
Don't share who has applied for a job and don't release candidates CV's, cover letters, application forms (and any other information about them) to anyone, unless that person is helping with the recruitment process (including interviewing) with you.
What you could do
If the need exists you could do pre-employment medical testing.
Ask a candidate to complete a drug & alcohol test.
Conduct interview tests, such as psychometric testing & skills-based testing.
Offer a position conditional on something you have yet to complete or receive i.e., it could be conditional on a sound reference check.
Apply for Ministry of Justice checks or Police Vetting for candidates.
Employ staff on a 90 day trial period if you have 19 or fewer employees. (You will also need a robust employment agreement to be safe in this area).
You should find a way that helps your business stand apart from the rest. Share the perks of working for you and focus on the career an employee is likely to have if they join your team.
If you have any questions let me know - Hall Consulting has years of experience recruiting staff from low skill roles to executive level.