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RECRUITMENT


INTERVIEWAND OFFER PROCESS – THOROUGH AND TIMELY In such a fast moving market, time to hire is an important factor in securing your preferred candidate. Too often our clients miss out on employing excellent candidates because the selection process drags on and the candidate joins another business before a decision is made. While it is important to be thorough in your interview process it is also important not to take too long.


Often the candidates you are interviewing will also be interviewing elsewhere and if you take too long identifying your preferred candidate, you will often loose them to your competition. I would recommend no more than 2 weeks from the 1st interview to making a job offer.


If your vacancy is a technical position it would be a good idea to devise some technical question to present to your shortlisted candidates prior to inviting them in for an interview. This can be carried out over the telephone by either your agency or yourself and will allow you to ensure you only spend time meeting those individuals that meet your technical requirements. It is a good idea to block book your 1st interviews rather than spreading them out over the course of a week or two. If the first candidate you meet happens to be the best person for the role it may be too late by the time you have completed the first round of interviews.


Often a number of individuals will be involved in deciding who to hire. Wherever possible try and get all of the decision makers in the 1st interview together to avoid delays in the hiring process and repetitive questioning. If a 2nd round of interviews is necessary, I would suggest inviting no more than 2 of the favoured candidates back for a 2nd stage process.


At this point it would be prudent to cover more practical matters such as salary expectations and working arrangements. It is also beneficial to clearly communicate to the candidate at the end of the interview when they will hear if they have been successful or not, it will vastly enhance your chances of securing your preferred candidate if you stick to that time frame.


ON GOING PERFORMANCE MANAGEMENT In order to ensure new members of staff settle in to the organisation as quickly as possible it is important that you support the individual through there first few months. Arranging social occasions where they can meet new colleagues in an informal atmosphere is a great way to ensure they integrate well in to the team. It is also important to clearly set out what is expected of that individual and provide regular feedback and commendations where appropriate. This will ensure your new employee becomes a valuable asset to your company as quickly as possible.


Adam Grainger Networkers MSB www.networkersplc.com


Wind Energy NETWORK


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