Bums on seats

 

Wendy Dean
Managing Director

 

As I write this article I'm smiling... Why? Because I know that there is a chicken and egg situation going on all around the country because of the need to recruit as quickly as possible without making costly mistakes by hiring the wrong person.

There's a huge disconnect in some organisations with filling a role and realising that the wrong person in that role costs considerably more than waiting for the right person.

I hear it all the time - "we need someone as quickly as possible" - well, that may be true but not at any cost - and that cost can be huge. On average it can take around 6 months to establish if someone can really do the job. If they don't work out, then it's another 6 months and so on.

It can take a few weeks to advertise a role, carry out interviews, tests etc and then appoint them WITH an offer of employment and an induction programme that isn't a walk around the offices and the "heyyyy .... get on with your job".

The point I'm trying to make here is that it's so tempting to take on the first person that comes along because it's "easier" or to say "start tomorrow" and then we'll worry about the paperwork afterwards and the induction - by the way, this never happens because you have to have someone up and running. Guess what? A good induction means that they are more likely to stay with you AND they'll be more likely to do a better job!

I can't believe how many companies end up with employment issues simply because they took little care in the hiring process. A twenty minute interview and a quick show around the company resulting in you offering a job and the candidate accepting says a lot about both parties - mainly desperation.

My top five tips for effective recruitment are

  1. Create a job description and core competences - if you don't know what the job entails, how will your successful applicant?
  2. Decide which medium you will use for sourcing candidates - and stick to it!
  3. Ensure that you get as many people in the business to buy into the interview - stakeholder involvement - they're more likely to help them settle in too.
  4. Carry out tests if you feel they will help - but remember they shouldn't make the decision for you. Tests carried out beforehand to assist with the structure of the interview are most beneficial.
  5. Don't settle for second best - if the above hasn't worked, be prepared to start again.

Some publications suggest that the average cost for each new hire is around £6k (without agency or recruitment fees) - if a job vacancy turns over 3 times in a year because of poor recruitment... you don't need me to do the numbers on this!