recruitment-checklist
,

The Ultimate Recruitment Checklist

The recruitment process is a pretty tricky journey for any manager who is searching for their next employee. Each step can be a delicate process, so follow our practical checklist on being better prepared to secure that right person.

 

Write the Job Advert

This is probably the most important part of the process, and in today’s competitive job market, precise and well-written job adverts are an absolute must for any recruiter. It can be the difference between attracting merely adequate applicants and finding your next superstar. And don’t forget that your job advert is not just used to attract the best candidate, it is also a chance for you to tell potential employees the benefits of working for your business.

Promote the Ad

Even the most compelling job advertisement can fail to attract the interest of top candidates if it isn’t widely promoted. A multi-faceted approach is needed to give your job ad maximum market reach. Consider using social media; Facebook, LinkedIn, Twitter and even Instagram, as these can all introduce your job advertisement to a far wider, and potentially more relevant audience.

Make a Shortlist

The art of reviewing CV’s is knowing what to focus on in your initial scan of the document. A good way to do this is to scan for relevant keywords that best match your job title and description, so to save time, it’s worth preparing a list of relevant keywords in advance. Beware of CV’s that contain careless mistakes, such as typos and spelling errors. Also look out for lots of job changes over a short period as this may suggest that a candidate won’t stick around.

Ask the Right Interview Questions

Developing a good selection of interview questions is a key part of the recruitment process, helping to tease out key details about a candidate’s strengths, weaknesses and personality. Take a look at the Robert Half list of interview questions to help you get the most out of your interviewees.

Develop a Good Interview Technique

Establishing an interview structure allows all ground to be covered in the required timeframe. Open the interview by explaining to candidates how the interview will progress. This keeps everyone working on the same page and eliminates surprises that could throw an otherwise strong candidate off track. A typical structure starts with an outline of the company and what the role involves. This is followed by posing a series of questions to the candidate, then asking for any questions of their own.

Shortlist the Best

After you have completed all the interviews, it’s time to assess the candidates based on competencies, cultural fit and aptitude. Try to reduce your long list of interviewees down to four or five at the most. This final list should only include candidates you genuinely believe could do the job. Some key points to consider when deciding who to include in your shortlist are:

  • Which candidates connected best with the interview panel?
  • Do they have the ‘must-have’ skills/qualifications/experience?
  • Do they seem motivated to join the company?
  • Does the candidate seem a good fit with the company culture?

Who Fits Best?

Once you’ve made a shortlist of the best candidates, it’s time to make a final hiring decision. Remember to be objective when evaluating top contenders and double check that you’re fulfilling your hiring criteria. If other personnel are involved in the hiring process, make sure they agree before you make a formal job offer.

Get References

Getting references is an essential part of the hiring process, as it will provide an independent insight into a candidate’s past work performance. There are plenty of candidates who can look outstanding on paper and come across brilliantly during an interview but don’t deliver on the job, so always follow up with references.

Make the Offer

When you have found the perfect candidate, act quickly. If they are very good, then they are likely to be in demand and could accept a job offer elsewhere. In terms of salary, the better candidates will typically have a good idea of their market value, so make sure your offer reflects their qualifications, experience and skills.

Confirm in Writing

It is important to back up any verbal job offer with a formal letter of employment. This will describe the terms and conditions of employment and set out basic details including:

  • Position and job title
  • Start date
  • Hours of work
  • Pay and other entitlements
  • The terms of any probationary period if applicable
  • Termination of employment/notice periods

Offer a Warm Welcome

It is important to set up new employees for success on day one. Follow these simple steps to ensure your new team member sticks around and is given the best possible start:

  • Schedule what will happen on day one
  • Have a clear induction process in place
  • Organise training and mentoring
  • Give comprehensive support to help settle them into their new role

Source
www.roberthalf.com.au/recruitment-process#jobad

Leave a Comment

Your e-mail address will not be published. Required fields are marked *