Good staff relationships start with having the right recruitment process in place. You want to find candidates with the right skills and with the right temperament to fit your team and the company culture.
Taking a methodical approach to your permanent recruitment efforts will ensure you are attracting and selecting the best possible candidates for the role. No matter who is involved in the recruiting process a streamlined approach ensures all stakeholders are aware of their responsibilities in contributing to a successful outcome.
Follow these steps to ensure a successful recruiting outcome or download our recruitment process quick guide.
Step One: Write the job description
When preparing to hire for a new position make sure that the job description has been approved by all necessary parties. The information contained in it will be used to create your advertisement and will ultimately be provided to the successful candidate and will form part of their employment agreement.
Step Two: Start sourcing candidates
There are several ways you can do this such as advertising, using social media, networking, from employee referrals, or by working with a recruitment agency.
Step Three: Screen potential candidates
This encompasses reviewing and sorting through the applications followed by telephone screening. While this can take time it’s an important step. By the end you will have decided on the applicants you think best match the role you have to fill.
Step Four: Interviewing
This is a significant part of the recruitment process. Make sure the candidate does the talking. Before the interview identity what you are looking for and what you need to know. Be prepared with your questions.
Step Five: Testing
There are two types of testing you should undertake – skill testing and psychometric assessments. Skill testing encompasses the skills the applicant needs to have to be able to undertake the role. Psychometric assessments are about understanding personality and traits. Would they be a good fit for your team and the company culture?
Step Six: Background checking
You will need to check visa status and in some instances qualifications. Make sure you also have permission from the candidate to check their references. Determine that the references provided are the right people you need to be talking to. Be prepared with relevant questions to ask. Alternatively, you can ask the referee to complete a reference form.
Step Seven: Offer and negotiation
After all the effort put in it would be disappointing to lose the ideal candidate at the negotiation stage. Be prepared to meet the market salary range. Don’t delay the process and keep communication open and regular.
Step Eight: Onboarding
Provide information about the team the new employee will be working with prior to starting. Have everything ready to go on the day the employee starts. This includes technology, emails, logins. Desk etc. Have a structured training and induction programme in place.