If you'd like to
spend 2014 less dependent on recruitment
firms and with a more effective in-house recruitment process to take
advantage of the relevant talent continually entering the market, you'll need
to focus on various aspects of how you recruit within your company - including
having the appropriate brief, ensuring the right character fit and many more
vital steps.
When writing a job
specification, for example, it is essential to fully understand what your
business requires at this stage of its development. The desired recruit's
technical skills, character and development potential will all need to be
factored into the final job spec, and the offered salary will also need to be
competitive with the market. If it isn't, you'll need to consider areas in
which you are willing to compromise in terms of the quality of candidate,
potentially training and developing a candidate internally.
Recruitment firms
know that as a company evolves, there will be a need to target different types
of people in their advertising. Good 'small company' people are those who can
quickly learn new skills and take responsibility for a range of tasks as part
of a disparate team. But with the company's continual growth, there will be a
greater emphasis on processes and procedures that can feel restricting to those
more suitable for smaller firms.
Also appreciated by
good recruitment firms, but not necessarily by too many in-house recruiters, is
just how crucial it is to look in the right places for the best candidate.
Advertising plays a central role in attracting those who are actively seeking a
new challenge, but many of the best people are too busy doing a great job for
their companies to put themselves on the market - necessitating more proactive
methods to lure them, potentially encompassing social media.
Employer branding
should be another key consideration for in-house recruiters. After all, an
affinity with an employer's brand can be enough to attract and retain talented
workers even if they are not rewarded as highly as they ought to be, whether in
financial or non-financial terms. You can also significantly lessen your
recruitment costs by creating your own talent warehouse, made up of those who
may not have been the best technical fit when they first got in touch with you,
but who may nonetheless be the perfect match for a later-available role.
The interviewing, offer
and on-boarding processes also need to be right, and can be refined by the most
diligent in-house recruiters in so many ways. Your interviews, for example,
should reflect an in-depth understanding of what you want the eventual recruit
to deliver in the role, rather than a dependence on what may be ill-informed
'gut instinct'. The best recruitment
firms would also advise in-house recruiters of the need to make the new
employee feel welcome, from the moment it is decided that they will join the
business, such as by sending out the contract promptly.
Editor’s
Note: Webrecruit (http://www.webrecruit.co.uk) are
represented by the search engine advertising and digital marketing specialists
Jumping Spider Media. Email: info@jumpingspidermedia.co.uk or call: +44 (0)20 3070 1959
/ +34 952 783 637.
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