Where have all the good guys gone?
Recruiting is always an emotive topic. Better the devil you know perhaps? Investing in a new member of staff always feels risky and of course, can be contentious, maybe even more so now that we’re operating in such a tough economic climate.
So the pressure is on to hire the right person. The quest begins to find candidates who are presentable, available and switched-on. Not to mention finding someone who is literate, articulate and honest. But where have all the good staff gone? How can you find them, hire them and hang on to the best people?
Here are some tips to help you safeguard your recruitment strategy in a crowded marketplace:
- Don’t rush into it
Like any relationship, both parties need to consider what they want to get out of being together. Are you compatible and will you both bring something to the deal? A bad hire costs much more than just the salary awarded (taking into account the whole recruitment process, it’s more likely 2.5 times the salary). Rushing a decision is cited as the biggest reason that new recruits don’t work out. So be considered, be patient and avoid compromising your standards.
- A sense of clarity
Being clear about exactly who you’re looking for and what skills they need is essential. Avoid any fluffy or ambiguous language – a ‘web guru’ or ‘sales wizard’ doesn’t exactly outline the duties that this role will perform. A vague job description risks attracting the wrong type of candidate; worse still, missing out on the perfect match.
- Get social
Almost everyone you want to reach will be ‘social’ in one way or another. LinkedIn, Twitter, Facebook… depending on your sector, all of these are great forums to post your vacancies and position yourself as a good employer. Social media is one of the fastest growing and most cost effective methods of recruitment (now at 93% usage up from 78% in 2010*). The success rates are compelling too, with a recent survey showing that 70% of companies that use social media have successfully hired through this channel.
- Get everyone involved
Referrals and word of mouth recommendations are another fantastic method of finding your hidden gem colleague. Who knows, there might be someone right under your nose who knows someone you might love? Plus if your team has a real grasp of what you’re looking for, they’ll be much more engaged with ensuring the new recruit is successful.
- Skill test
1/3 of adults admit to lying on their CV and over a fifth of employees don’t work out simply because they don’t have the right skills to do the job. Skill testing is a low cost way to verify that candidates can do what they claim. Whether it’s literacy, accountancy, foreign language skills or basic spelling that’s important to you, why take a risk when there is a way to be sure?
- Brush up on your own interview technique
It’s not just about the candidate shining at interview; the interviewer is under pressure with asking the right questions, articulating what you’re looking for and positioning yourself as a desirable employer. During the interview, the candidate should do a majority of the talking. As such, listening and questioning skills are key in a good interviewer.
Dealing with human nature means there are no fail safes for getting recruitment right every time. The tips above will certainly help with finding the right people, for the right roles and keeping them. Happy hunting!
About our blog star this week:
Amanda Davies is Sales & Marketing Director for ISV Software. Based near Romsey, Hampshire, ISV provides skill testing, online training and recruitment advice to companies, large and small.
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