Develop a proper job description:
The job description is often viewed as not being overly important, just a few self explanatory words will do right? This is not the case. Candidate’s choices to apply for your role will be solely based on the responsibilities required and how you have communicated to the public regarding the position, keep the job title simple to avoid confusion i.e. ‘cleaner’ rather than ‘hygiene technician’ this simply means everyone can easily understand the job title and the post is not just dismissed by the public due to unclear communication.
Employees with the experience and understanding in the role advertised should always be involved and even present when it comes to the interviewing and decision making process, as they play a key role to your business. They also have the knowledge and understanding of how everything works, this will also help to make your employee much more motivated and involved within the workplace. Preparing for your interview is crucial, the correct criteria and questions for the role should always be prepared ahead of time. Interview structure and good communication is essential in order to ensure everything flows as a good interview should. Interview questions should only ever relate to the job requirement to avoid any unintentional discrimination. As part of your interview strategy the ‘70/30 rules’ should always apply, ensure that the candidate talks for 70% of the duration of the interview and the interviewer talks for 30% of the duration.
Fully explain the job role:
If the candidate does not have a clear or correct idea of the job role, there is a high possibility that if the candidate were to be employed, they would shortly after leave due to it being a far cry from what they expected. This will only leave you left back at square one; having to endure the entire recruitment process again. Keep in mind at all times that the interview is not just about selecting a new member to join the team it is also a time for you to ensure the candidate really does want the job and is clear of the potential role, after gaining a better understanding of what it really requires.
Ensure you communicate often:
Good communication with applicants is vital throughout the entire recruitment process. You should always provide the applicant with feedback as soon as you possibly can whether they are successful or unsuccessful. Make sure you inform succesful candidates that have been selected as soon as possible to ensure that they have not found employment in the meantime. This may not have been the only interview they attended! It is also important to inform the unsuccessful applicants in the meantime so that they are able to look for other employment immediately after and are not left dissatisfied and disappointed.
A structured induction:
Now you have selected your best candidate, you should provide him/her with a detailed induction to your workplace/ business, this gives the candidate an overview of what is expected of them once they start their new role helping them to ease in without feeling lost in the process.
Written By: Fern Hughes