The recruitment process can be one of the most frustrating and time-consuming things you’ll have to experience as a small business owner.
Many of my clients need help to secure the right talent. It’s always a hot topic in our business coaching sessions.
Here’s a silver lining, though: About 30% of employees are looking for new opportunities, so there’s a world of talent waiting for you!
The magic ingredient? Having the right recruitment system in place.
Let’s dive into seven simple steps that make the recruitment process smooth and effective.
Step 1: What Do You Want? Define The Position
Before diving into the recruitment pool, let’s make sure you’re crystal clear about who you hope to find. Think about that dream role you want to fill and write down a job description.
Here’s a little tip: draft a document that paints a picture of the role’s duties, must-have qualifications, and the fantastic skills you’re looking for.
While the job details are essential, don’t forget to consider the kind of colleague you’d love to have on your team. Who’s someone you’d enjoy sharing a coffee with?
Remember, it’s not just about the role – it’s about having a teammate you genuinely enjoy spending your days with.
After all, it’s your business, and you deserve to work with people who are both skilled and a joy to be around!
Step 2: Write an Engaging Advert
Now that you have a clear picture of your ideal candidate let’s get their attention. It’s time to craft a scroll-stopping job ad that’ll make potential teammates eager to join your company.
Your job ad shouldn’t just be a list; it should sing the praises of what makes your company unique.
Here are some things to think about:
● What makes your company a fantastic place to work?
● Are there any company perks? Maybe flexible hours, exciting team getaways, or some incentive programs?
● What’s the day-to-day culture at your workplace like?
● Don’t forget to shout out your company’s vision and values.
Remember, the main goal here is to attract potential candidates by showcasing the best version of your business. Think of your job ad as a spotlight on your company’s stage.
Step 3: Choose Your Recruitment Channels
Now that you’ve whipped up an amazing job ad let’s chat about where to showcase it.
You’ve got several choices:
● Recruitment agencies (they often have the inside scoop)
● Online job boards like Indeed.com
● Social media platforms, especially LinkedIn
● Good old-fashioned word of mouth (it still works!)
If you anticipate many eager people knocking on your door, set up a dedicated voicemail with a friendly message to channel queries.
Alternatively, provide an email address dedicated entirely to fielding candidates. It’ll keep things organised and ensure that applications aren’t lost amidst your daily emails.
Step 4: Filter
If your inbox is buzzing with applications (fingers crossed!), it’s time to filter them down. Here are two important steps to go through:
First Impressions Count: Firstly, listen to those voicemails or scan those emails. These early interactions are little sneak peeks into who’s genuinely excited about joining your team and who would be a good fit. If you only get a few applicants at this stage, head back to step 3 and try a new approach.
Conduct Phone Interviews: Now that you have a pool of interested candidates, it’s time to arrange interviews. A phone interview is like a friendly coffee chat – but over the phone and much quicker. Use a scripted interview template as a guide and score candidates’ responses. Create a shortlist of candidates who impressed you during this initial screening and ask them to come for a formal interview.
So, in a nutshell? This step is about tuning into the applicants, listening to what’s said (or not said), and narrowing down your selection to a final list.
Step 5: Final Filter: In-Person Interviews and Assessments
For those who’ve made it to the top of your list, let’s meet them face-to-face (or on Zoom/Teams for remote workers)!
You need to assess them on:
Company Fit: How do they align with your company’s vision, mission, and culture? Can they showcase their skills through a few tasks or thoughtful questions?
Questionnaire: Use a questionnaire to jot down your impressions and create a ranked shortlist. Consider using a DISC questionnaire to determine preferred candidates based on their personality traits. Equality and inclusivity are crucial during this interview step.
This is your business. Once you’ve gone through the due diligence, follow your gut and go with the person best skilled to do the job and with whom you feel you will work well. Intuition matters in the recruitment process, too!
Step 6: The Verbal Offer
Once you’ve identified your top candidate, make a verbal offer that includes salary and conditions. This is your chance to sell your company and its culture.
Here’s a handy list of pre-employment checks:
● Take references to verify their background and qualifications.
● Ensure they are medically fit
● Check they have no criminal background
● Check they meet UK eligibility requirements (this seems obvious but it’s an important part of the HR process).
Onwards and upwards to building an amazing team!
Step 7: The Written Offer and Employment Conditions
After that joyful “yes” over the phone, you must seal the deal with everything in writing.
I recommend sending a formal written offer with all employment details and ensuring you get a signed copy back.
The recruitment process can be daunting, but breaking it down into these seven simple steps can make the process more manageable and effective. Remember to align your choices with your company’s values and culture.
With a well-structured approach, you’ll be well on your way to finding the perfect candidate for your business. Happy recruiting!
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