The small business recruitment checklist: a review of the essential processes
In this series of articles, we have broken down the small business recruitment process into its essential steps and explored the critical success factors required to ensure that you identify precisely the role you have available and therefore the ideal profile of the candidate you need to recruit.
Following this advice should allow you to attract and shortlist good candidates, select the right person, and then engage positively with your new recruit and get them productive early on.
As with many things in life, the more you put in the more you will get out. There are many problems that can arise from getting it wrong. Problems with this process could mean you will miss out on hiring the best talent, that your new recruit will not perform to the best of his or her capability, or could lead to conflict in the team, in which case motivation will suffer.
This will have a negative impact on the customer experience and your bottom line, so we thought it would be useful in this final article of the series to leave you with this handy checklist summarising the key factors to help you make sure your next recruitment campaign is a success.
First, prepare to take on your first employee:
(1) Ensure that your job advert and the process do not discriminate on any grounds.
(2) Set a competitive salary and ensure that it complies with the National Minimum Wage and, from April 2016, the National Living Wage.
(3) Set benefits that are in line with competitors and what candidates actually want.
Next, advertise to find suitable candidates:
(4) Develop duties and responsibilities for the position (job description).
(5) Produce a job advert that will entice, but keep it realistic include the role, what you are looking for in the candidate, salary, benefits on offer, job location, brief information about the company and how to apply.
(6) Choose the most appropriate media for your advert: job boards, papers, social media, your website, etc.
Then, create a shortlist of candidates to interview:
(7) Sift through advert responses.
(8) Regret? candidates that do not match the essential criteria required for the role.
(9) Run through the desirable criteria and grade the candidates. Regret? those with the least good fit until you have the desired number of candidates to interview.
(10) Communicate to candidates that you have regretted remember your actions in the process represent your brand and the knock-on effect of a poor process can be significant. Treat others as you would like to be treated yourself.
Next, interview to make sure you choose the right candidate:
(11) Arrange interviews and get confirmations from interviewees.
(12) Prepare standard interview questions for the role, including behavioural (about past performance) and situational (about future performance) topics.
(13) Define the interview process, for example, telephone first then 1:1; group interview; just 1:1 interview, etc.
Margaret Keane is the managing director of Outsourcing HR, an HR consultancy that helps businesses succeed by providing practical, cost-effective human resources management and recruitment services. In addition to being an experienced HR professional, Margaret has a successful track record in general management roles. As a result, Margaret is focused on ensuring that HR contributes to the bottom line.