Starting a business is an achievement – but maintaining a business is success! Below are a few pointers and tips on the hiring process, how to make it a success, and make sure your business stands out for all the right reasons. This guide will help ensure your recruitment process goes as smoothly as possible.
Creating the Advert
Begin with advertising. Create a job advert specifically tailored to attract the jobseekers experienced in your area of expertise or in the for which industry you are recruiting. Include all relevant information, such as the specifics of the job, location, salary, duties, and your expectations of the successful applicant.
Once the advert has been created, post it on a variety of platforms including job databases, your own website, and social media. You can enhance your hiring process by posting the advert on any local free print publications. Think about places such as libraries, which may be a good source for finding people who are currently unemployed and looking for work.
For a faster response, share your advert on social media. This allows you to see a fast response in potential candidates, as people are able to quickly share the post with one click to friends and family who may be interested in the position.
Applications will then begin to flow in for the advert, advertised through different platforms. This recruitment process is also an experience for the candidates as well, so ensure you keep each and every one of them updated throughout the entire recruitment process.
Sending an acknowledgment or a receipt of application confirmation is one of the first steps in communicating with candidates during the process. Decide whether you will have an expiry date for the ad, or if you will close it once you have received a certain number of applications. Once you have decided, you can begin to review all the applications at the correct time.
Allow plenty of time to thoroughly check the applications, identifying which candidates have followed the structure of the person specification and how best they can demonstrate their abilities. The process continues as you begin to choose the best applicants for the position advertised.
Depending on the nature of the role, experience over qualifications or vice versa can be taken into consideration. Some recruiters find success in going with their gut, after reading through personal statements which allow the recruiters a small opportunity to get to know a bit more about the candidate personally.
Once you’ve filtered through all the applications and have made your selection(s), it is important to update candidates on the status of their application. Think about going the extra mile to ensure you are standing out from regular businesses, by simply sending ‘Thank you’ emails to all unsuccessful applicants.
A strong tip would be to use each applicants name in the email, allowing the candidates to feel like the email was personalized. If you have the time or facilities, you can offer feedback to any applicants that may request it.
At this point, interview emails should be circulating. All successful applicants should receive an invite to the interview. The content of the interview invitation should include an email or telephone number for the invited party to confirm their attendance.
This will also help ensure the interviews themselves run smoothly and on time. Remember to include a cut off date for all applicants to confirm their attendance by, so preparations for the interview can begin.
Once confirmation is received from the candidates, you can begin to organize which candidate, at which time will be interviewed. Collate a list of attendees and a panel of interviewees who can help to contribute to any questions necessary which would help in selecting the best candidate.
A Rota can then be created if you are interviewing more than 3 candidates on that day. The Rota should consist of timeframes which will enable you to stay on top of the interview process and that candidates are not waiting tirelessly to be interviewed. This is all part of the ‘arranging the interview process’.
Whilst the interviews are in process, it is a kind courtesy to offer the candidate a glass of water and an opportunity to get comfortable as this experience can be nerve-wracking for some. Think about starting the interviews with an ‘ice- breaker’ question. This is an easy question which allows the candidates to explain a little bit more about themselves, their history and their hobbies.
After the Interview
After the interview, you should have a better idea of who would be the best candidate(s) for the role. It may help to collate a list of top candidates to be invited for a second interview. This process will help towards making a good company decision.
At the second interview, you should know exactly what you are looking for and it should be easier to choose ‘the best one’. Ensure you display email etiquette and kind business courtesy by sending “Thank-you” emails to all candidates that attended the second interview.
Explain the reasons for each unsuccessful candidate and offer feedback if requested. Follow up in the successful candidate with a phone call, so that you have an immediate answer. Congratulate them on being successful at the interview and ask if they are still interested in accepting the role. Follow up this conversation with an email.
If the candidate has turned the offer down, don’t feel ashamed to contact the second best option. Explain that the position was not accepted by another applicant, but if they are still interested you would be happy to offer them the role. Arrange for the candidate to come in and sign the contract before arranging the orientation days with the employee. Allow time for everything to be prepared, in place and that full support is available to both yourself as a business owner and the new employee.
End of a successful campaign
This guide will enable you to prepare a successful recruitment campaign and will help you in the initial recruitment process. It will cover everything including the hiring process, business management process, tips and pointers regarding going the extra mile and the candidate experience.