In our SME Recruiting Trends report, 81% of survey respondents stated that hiring new people was important to their overall business strategy. Yet two thirds of the 563 respondents rated their ability to hire as average, or worse than average.
When you consider that three quarters of the SMEs that we surveyed predicted they were going to grow in the next 12 months, this lack of ability presents quite a challenge.
Our much improved economic circumstances have caused a significant shift in the employment market. It is now driven by the jobseekers, where opportunities are plentiful and certain skills seem impossible to find. Also, you’re competing with other SMEs and the larger companies who have the resource and the budget.
Successful recruitment requires a project-led approach. Like any project, it is a journey, with recognised stages and milestones. Prepare well and you will reach your destination. The start point on any journey follows a map. To help your business find the people you need, we have assembled all the information and tools you will need to navigate this journey. We call it the Recruitment Roadmap.
Before you start looking for directions on a journey, you need to understand where you are now, where you want to get to, how long it will take and the resources you will need to get you there. You need to make a plan.
The job specification is arguably the most under-utilised part of the process as well as the most crucial, as it is the guide for the recruiter and also the applicant.
Your recruitment advertisement is a public statement on your organisation. It should reflect or help you create your employer brand – so it should be as much about why people would want to work for you as much as what you are looking for from them.
Ok, you’ve done a lot of work by this stage coming up with the most attractive proposition and job ad you can provide. You now need to maximise the promotional opportunities.
Once you have advertised and promoted your vacancy, you should start to receive applications. The next step is to screen the CVs and shortlist the candidates you want to invite for interview.
The interview is where decisions are made – by you and by the candidate.
If you have both prepared and planned properly, then whatever decision is reached, by both parties, will be the right one. Put some consideration into each stage of the interview process.
You are now at the end of a comprehensive and thorough process. A key hire for your company is as important, if not more so, than securing a long term deal with a target customer. So you must not leave anything to chance as you close the deal.
A notice period can range between one week and three months. However, it is usually four weeks.