Recruitment, it’s a dreaded word that can invoke fear in the most capable of manager. It has a negative stereotype that we at Fresh are trying to change, but the change needs to start within all business as recruitment is necessary for growth.
So … you need to recruit because your company is growing, or because the most reliable person in your Business Analyst team has just told you she’s leaving to go on a sabbatical. But you don’t want to.
You’ll most likely be thinking.
Where do I start?
What do I do?
Will the HR team help me?
Will I have to deal with mercenary recruitment agencies I’ve heard so many horror stories about?
And how the heck do I fit it into my already jam-packed working life?
The list of questions can seem endless, daunting and overwhelming.
But have no fear! We have helped many companies with their recruitment needs, have seen countless job descriptions and adverts and we thought we would share some of that knowledge in this handy list of hints and tips.
Define your ideal candidate
Think about who your ideal target audience is, what are they doing now and what steps are they taking to look for a new opportunity? Then create your job description and advert to speak directly to them. Investing time to define this will not only mean that you appeal to exactly the kind of candidates you want, it will also save you so much time later by reducing the chances of being bombarded with applications from unsuitable candidates. Without this planning, you may as well roam the streets like a 19th Century town crier calling out to every woman and her dog in the hope that someone vaguely suitable actually hears you!
Don’t Exaggerate
Candidates know that when an opportunity sounds too good to be true, it almost certainly is so it will only attract applicants who are gullible, unrealistic and non-performers. Do you really want those people in your team? We thought not. If you are looking to fill an Administrative Assistant or Accounts position, you probably shouldn’t have the heading “Job of a Lifetime”. Sometimes it’s best just to keep it simple and real. No cheesy sales tactics please!
Be Specific
This is your chance to attract your ideal candidate. Whilst writing a vague job description or advert will most likely yield a high volume in terms of responses, they’re unlikely to be the right ones and it will take you a lot of time to sift through them. Be as specific as possible, define your exact needs and don’t be afraid to say just who it is you are looking for. They’re out there somewhere! The more specific you are the more you’re helping candidates to compare what is required with their own skills and experience, this will also discourage those without the relevant qualifications from applying. The job title (headline) has to be very clear and should in no way deceive or mislead the reader.
If you have found these tips helpful, we have a more in-depth list that is available to download on our website!
Here is the link – https://www.fp-resourcing.co.uk/getting-started
We are more than happy to discuss anything that is within this article, so please don’t hesitate to contact us to talk through your recruitment needs.
Have a wonderful week!
The Fresh Perspective Team x