Tom Smyth & Associates offer some practical advice on how to successfully recruit the best available talent.
As a HR consultancy supporting over 500 locally owned retail, hardware, and hospitality businesses, we like to think we can spot trends that develop in the employer/employee relationship. Over the past 12-18 months, employees appear more confident in leaving their employer for pastures new than at any time during the past 10 years.
We write this article to encourage HAI members to examine their recruitment procedures, and advise how some simple but effective tips can help attract – and subsequently recruit – the best available talent in a market place that is definitely heating up, as well as where you need to stand out from the crowd if you want the best people.
Before there is a vacancy or a recruitment need, a business should be preparing itself by maintaining a good reputation as an employer. A social media footprint is something would-be employees may examine. Employers spend a lot of time and money marketing their products, so why not market your jobs and careers as well! Use your social media accounts to tell some good-news stories or case studies on excellent members of your team. Upload pictures from training courses or social activities. Make a person interested in your business before they need a job themselves!
When a recruitment need arises, challenge yourself on where to advertise to attract the right talent. Look at your best current employees and recall how they applied. Options include referrals from existing employees, a sign in your window, local press, national press, local radio, recruitment agency, recruitment websites.
Have an application screening process in place where you list the criteria you are seeking and impartially mark each applicant in line with this. Have a minimum threshold ‘score’, and only invite those above this for interview. If you have a high number of applications, select only the top few for interview. Have transparency in how you mark up applicants and always write back to unsuccessful ones, thanking them for their interest in your business.
A candidate obviously needs to impress you at interview, but remember that you also need to impress them if they are to accept any offer.
Fail to prepare, prepare to fail;
Hopefully, by following some of the advice above, you will have a better calibre of candidate but – upon their commencement – be sure to promptly present them with their terms and conditions of employment, handbook, safety statement, and all other required documentation and training. Include a probation period, and use this to communicate fairly with an employee on their progress in the role.
Naturally, the better you get at recruiting, the less likely it is that you will have probation-related problems, or indeed further issues down the line!
Finally, learn from each recruitment drive and adapt your process the next time.
This Business Support article featured in the January/February 2018 edition of The Hardware Journal.