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Did you know it is currently an employee’s market?

It was predicted that coming out of the pandemic that there would be a high level of unemployment but instead there is a shortage of potential employees.  You could say it is due to the furlough scheme but that is ending so most companies will have made their redundancies prior to this.

Therefore, it is so important to ensure you are attracting and onboarding new employees efficiently.

Before you start recruiting you need to plan the whole process: who is responsible for each step, who will be asking which level of questions.  This will ensure each relevant person within the company knows their roles, makes themselves available for reviewing CVs and interviews. Getting this right will communicate to potential candidates how professional you are. You can easily lose a candidate when they ask what the next stage is or when they will hear back, and the person does not know.  Especially if the interviews are on zoom, they can have several a day.

If you are looking to recruit, then contact us and we can talk you through the process so you can get your choice of candidates.  Email us on enquiries@HRBusCons.co.uk

Where do you advertise for candidates?

Firstly, you should look at your own resources

• Website – do you have your own careers page, email address or a place for latest news? Ensure it isn’t hidden
• LinkedIn – you can advertise on your company page, and ask employees to advertise it on theirs
• Company Facebook page, another place to share
• Advertise within house: your employees may wish to apply for the role or know someone that would be suitable, do you offer a recruitment bonus?
• Local Facebook pages
• In company vehicles

You second approach would be using external resources

• Working with a recruitment agency can take a lot of work off your desk, they will take time to find out about the role, the culture and the right candidate. They will also want to know the process.  Then they will go out to the market to provide you with a shortlist of candidates.  A good recruitment agency will also sell you to the candidate as well as keeping them updated
• Job boards is another option but this has to be managed and can be time consuming

Do you feel this is a minefield and not know where to start, give us a call on 01483 697 076 and we can talk you through it.

Does everyone know what they are doing?

It is important to plan the recruitment process and time frame.  Have you clarified roles and do the relevant people have times set aside in their diary, has anyone got holiday booked during the process?  The recruitment agency will want to know this to communicate accordingly with candidates. So, who is doing the following:

• Advertising or talking to the agency
• Reviewing CVs for shortlisting
• Rejecting those that are not suitable, remember they could be potential customers or leave an unfriendly review about the company
• Do you want them to do a test, and if so who is managing?
• First interviews, what is the purpose, which questions will be asked and to what level
• Second interviews, is the first interviewer also involved, is this the final interview?
• Final interview
• Offer letter

You made an offer, they have accepted, so how do you ensure they start?

They receive an offer of employment, they happily accept it, then they hand their notice in. This is challenging and often companies will try and retain them.  Their CV is still out there so they could still be approached.  The notice period maybe drawn out and uncomfortable, you need to keep them fully engaged so they won’t be tempted if another role with more money or prospects lands in their inbox!

We ensure our clients do the following

• Welcome Packs
• Arrange ‘meet the team’ either face to face or zoom
• Ask if they will be available for one of the company calls
• Explain their first week so they know what to expect, wear and ask for
• Introduce them to their buddy

The employee will see how invested you are in them and they will become excited about joining a company that cares about them.

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