Attracting Top Talent: Recruitment Best Practices
Hiring an employee for a newly created role does not come easy. If you end up choosing the wrong person for the job, this will cost you both time and money having to repeat the process. So before you begin the process of recruiting for newly created roles, it’s a good idea to first come up with a plan. Here are some tips.
- Role Creation
It is important to have a plan before you proceed with the recruitment process. First, you need to identify the role. Generalizing will get you into trouble. Since this is a new position, you need to nail down the job description well to ensure a smooth recruiting process. Identify the skills that the person needs to have to be able to perform this new role. Even when naming the roles, it’s better to be specific. You will attract the wrong candidate with the wrong CV if you advertise HR officer roles but in fact, you are looking to hire HR employee relations jobs. The job description should also focus on what is necessary for someone to be successful in the field.
Coordinate with the HR Department and have them create a job analysis of the new position. Aside from creating a thorough job description, it’s also important to identify a set of goals over specific periods, typically in 30, 60, 180 days, and 1 year. Spell out exactly how important this new role for the company and what is expected from the candidate.
- Bring in a Specialist Recruiter
A newly created role can be difficult to fill in. In this case, you can ask help from a specialist recruitment firm that can offer knowledgeable recruiters in a specific industry. For instance, if you need an electronic systems engineer, then they will provide you with an expert electronic systems recruitment specialist that knows what you need and where to get the best candidates.
By partnering with a recruitment specialist who is an expert in the field, the recruitment process will be smoother and easier. Also, the recruitment specialist can provide industry-specific knowledge on the salary level, market trends, and the skills necessary for the newly created role.
- Look Within
Since the role is still new and made not be formed properly and may not be large enough to condone hiring externally. You may have a tough time looking for candidates. This is why the trick of internally recruiting will sometimes work best when it comes to recruiting for newly created roles.
Since internal candidates are already a part of your organization, they are very much aware of your existing business processes. You can reward current employee’s and develop them at the same time without having to spend big on another salary. You’ll save time in getting to know them as their track record is readily available and hopefully, that will make the adjustment period a lot quicker. Hiring internally for new jobs should always be considered.
- The Interview
The interview is the most crucial part of the overall recruitment process. If done right, it will reveal the candidate’s strengths and expose any potential red flags. You may be interviewing the candidate, but they will be interviewing you as well, so make sure that you plan it well. To achieve candidate retention, the management might go back to the interview process to find out how the employees were made to feel, and if any assurances were not fulfilled.
During the interview, ask detailed questions regarding the different roles that the candidate has taken up in the past and how past experiences can help with the new role. The most important factor is the candidate’s belief system and values. Skills can be taught but shared values and work ethic is something that will lead to not only to candidate retention but more likely to lead to candidate satisfaction.
About the Author
This post was written by Tom McLoughlin, director of recruitment marketing specialists, Growth Recruits. Based in the UK, Tom has been in the digital marketing game for a long time and has in-depth knowledge of the recruitment sector and the marketing that is required to succeed in recruiting.
This article is supported by Growth Recruits.
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