Hiring staff is a costly business and it goes without saying that you need to attract the best people to fill the vacancies in your business to help you to continue to grow. The consequences of getting the recruitment process wrong can be catastrophic. Get the wrong person in and at best, they will be a drain on your resources, resulting in a need to manage them out of the business and re-recruit in the future at even more cost. At worst, recruiting the wrong person could have a negative effect on the rest of your team, reduce morale, damage client relationships and harm your business. Here’s a recap on some of the fundamentals of effective recruitment to help you get this important task right.
Create effective job descriptions
Once you have identified the need for hiring staff in your business, whether that be to replace an outgoing member of staff or to fill a brand new vacancy, it’s important to get your job description right. The job description is your shop window. There will be the right person out there to fill the vacancy and you need to ensure the description appeals to them, communicates what you are looking for in the position and is easy to understand. It is also vital in helping you avoid applications from those that are not qualified for the position. Far too often job descriptions are full of corporate language and buzzwords which make it almost impossible to understand what the day to day responsibilities are. Ensure you convey the key responsibilities for the role, the qualifications and skills required, how much experience is needed, who the applicant will work with and report to, immediate and long term objectives and how you will measure success. By outlining in detail these points, applicants will have no doubt what the job entails and you will have a starting point from which to conduct performance reviews in the future.
Reach the right candidate
For small businesses it is vital to use every resource you have available to you. There are many options available to you before resorting to expensive professional head-hunters or recruitment agencies. Place postings on job boards or recruitment websites, use local, national or industry press, advertise the vacancy on your website, use your company’s social and professional networks and ask for referrals from your existing employees. There may also be exceptional talent already within your business that you have overlooked, so it is important to also advertise the position internally. Don’t overlook candidates from competitor firms or similar industries either! The search functions in LinkedIn are an amazing tool to help you find and reach out to these people.
Make applicants WANT to work for you
It’s amazing how many businesses get this part wrong. Many are so busy, or at worst so arrogant, to believe that everyone will want to work for them, no matter how little effort they make. The way you respond to applications, prepare for interviews, follow up after interviews and communicate throughout the process is vital in driving applicants to want to work for you. Ensure your business comes across in a highly professional manner throughout. Communicate with candidates, offer feedback and ensure interviews are conducted professionally and on schedule. Don’t give candidates any opportunity to have doubts about working for you. If you can’t get the recruitment process wrong, it will raise warning signs to the applicant that you might not be a great business to work for, no matter how much you are willing to pay them. It doesn’t take much to make the whole recruitment process seamless. Treat people with respect, establish expectations and communicate throughout.
Make the job offer properly
Once you have selected a suitable candidate, it is time to make the offer. But this must be a considered decision to ensure that you are offering terms and conditions that appeal to the candidate and that are effective for the company. Ensure you make the offer in writing to avoid any confusion from verbal communication. If an offer is conditional on your completion of checks or references, be transparent as to what those checks are and obtain consent from the candidate to undertake them. Make sure you do not discriminate in the terms offered to your employees. Do not offer a package that your business cannot afford or terms that will put you at risk in the future.
For professional advice on hiring staff and how to run an effective recruitment process in your business we are here to help. Give us a call on 0330 555 1139 or email us at firstname.lastname@example.org.
Crosse HR are delighted to announce the launch of the brand new website of our marketing partner, Mike Pye + Co.
Mike is a marketing consultant based in Manchester but operating across the UK. HIs business supports us with a range of marketing activities including content writing for our website, managing our email distribution and helping us with social media posting. He is an accomplished professional with over 10 years’ experience working in digital and traditional roles in both agencies and in house teams. He now helps clients with a range of services from Google AdWords to email marketing, direct mail to copy-writing, website development and much more in between.
Mike specialises in creative copy-writing, calculated strategy and accountable management. He supports clients across a range of industries and sectors, from professional service firms to franchise businesses, online retailers to wholesalers, HR consultants plus other industries too. His experience helps him adapt his strategy and writing tone to the daily marketing challenges his clients face, whatever their target market.
Mike hangs his hat on transparent marketing support. He offers a ‘No jargon and no nonsense’ policy, just clear, honest and reliable support. His new website is now live and you can view it here at www.mikepyemarketing.com.
You can find out more about Mike in this short video.
Disciplinary in the workplace can be the most difficult part of managing your relationship with your employees. If you reach the point of no return and need to terminate the contract of an employee, the stressful nature of the situation can often fill employers with dread. Here’s our top 10 tips to help you deal with discipline in your business and ensure you are protected from any future employment tribunal claims.
1. Notify the employee of their misconduct in writing and invite them to a disciplinary meeting to discuss the consequences and next steps. Hold the meeting early in the week in a private and neutral location.
2. Ensure you have two other impartial employees present at the meeting to act as witnesses. This will help you avoid any ‘he said, she said’ disputes arising in the future or any misunderstanding of what occurred or what was said during the meeting.
3. Anticipate reactions. From what you know about the employee, try to anticipate how they will react to the disciplinary and pre-empt their questions and response. By taking time to prepare for all eventualities in advance you will be able to stay calm, control the meeting and be best placed to lead it to a successful conclusion.
4. Keep the meeting short and stick to the facts. It needn’t take any longer than 10 to 15 minutes. Simply cover the reasons for discipline or termination and focus on how the employees conduct contravened the company’s policies. Provide a short, clear statement about the decision, next steps and how logistical details will be handled.
5. Avoid getting into an argument or debate over the misconduct, this will only lead to a more stressful situation for you and your employee. Keep the meeting formal and professional and avoid getting upset, angry, raising your voice or using forceful words or behaviour.
6. Avoid any misunderstandings. Be firm and clearly communicate your policies on the poor conduct you are dealing with. Focus on the consequences of the conduct and the actions you will take next. By making sure you provide a written notice to the employee, and requiring their signature to confirm they understand the situation, you will avoid any misunderstandings or confusion in the future.
7. A written paper trail will help cover your back in the event of any disputes in the future. Ensure you document everything in the employee’s personnel file, including:
The nature of the misconduct and date it occurred
The nature of discipline imposed and date it was communicated to the employee
The invitation to a disciplinary meeting
Attendance of everyone present at the meeting
The minutes of the meeting
Supporting evidence of the misconduct
Written notification of the disciplinary procedure, signed by the employee to confirm their understanding of the situation.
8. Answer any questions. During the disciplinary or termination meeting, invite any questions from the employee to ensure they leave with all the information they require and understand the next steps of the procedure.
9. It’s unwise to terminate employment on the spot. Consult an HR specialist or employment law solicitor to ensure you have all the documentation and evidence required to avoid any future legal action for unfair dismissal.
10. Be dignified. Treat the employee with empathy and respect, this will tend to deliver a more positive reaction from the employee. Give the employee time to gather their thoughts. If they’re being suspended or terminated, escort them from the premises in a dignified manner. Offer information regarding the next steps or what happens post termination.
For an informal conversation about any concerns you have with your firm’s disciplinary procedures, Crosse HR are here to help. Give us a call on 0330 555 1139 or email us at email@example.com.