RECRUITMENT There is a significant amount for hiring managers to take

into consideration from when recruitment initiates right through to a new recruit starting and retaining them in the firm. With many business owners busy with the day job and few firms having an internal recruiter, organisations may choose to branch out to a recruitment agency to support them with their process on finding the right person for their team. However, similarly to the appointment of the hiring manager being critical, the same stands for selecting a recruitment partner. There is vast choice within the recruitment industry and choosing who to trust with your vacancy can be challenging. But like any business partnership it is important to choose the right firm for the organisation, which completely understands your business and its unique needs. Selection of one successful recruiter is all it requires; having too many different companies working on your role increases confusion and decreases the quality of candidates coming through. Important ways to assess the connection between the

business and an agency is by reviewing its company values and how these align with the organisation’s. Some firms may find it valuable to have a dedicated recruitment specialist dealing with recruitment that accurately understands the business, what it requires and how it differs to competitors within the market, whereas others may choose to be actively involved throughout the process. When partnering with an organisation to recruit, we

adopt a bespoke approach which is tailored and aligned to suit each specific business and role. To do this, a sector specialist with experience and knowledge of trends within the same division will be appointed to work on the recruitment, whether this is multiple roles or just one role in particular. This ensures that hiring managers can be certain that each vacancy and its competencies are truly understood so that the right person can be identified and hired into the organisation. This all begins with a face-to-face meeting or in depth

telephone call with the client to be educated on what the business does and how we can support its process. Some

recruiters will take on a role without any specific knowledge within that area, we believe this is one of the largest mistakes made and a key contributor to the hiring of the wrong individual, causing significant costs and the issues highlighted previously. A significant amount of the recruitment pressure for

hiring managers and business owners stems from requiring an increased headcount but lacking the time to deal with the administration and the ability to act fast within a fast- paced market, incurring the need for a recruitment agency to handle the role. From experience of the most effective way to recruit, the entire process is handled by us on behalf of the organisation as part of the service we provide. This is done through writing creative, unique and attractive job adverts that will appeal to both active and non-active job seekers due to the large exposure across job portals and social media. Following on from this, the screening and selection

phase would begin by shortlisting suitable CVs which are measured against the competencies desired and a telephone interview would take place to discuss experience and the opportunity on hand. Once candidates get past this stage, they are invited in to register with the specialist working on the vacancy who will discuss the above in more detail. At this point, if a match is made between the individual and the organisation their CV will be sent over for review and on approval an interview will be arranged. A core aspect to successful recruiting comes down to

communication. Communication should remain consistent; both candidates and clients are kept up to date and contacted from initiation all the way through to placement and beyond. Despite this communication being difficult for hiring managers to handle themselves, within the recruitment training we provide, it is highly encouraged that regular one-to-ones and appraisals are conducted to ensure that hired employees are happy within their position, increasing retention rates for the firm overall. With times constantly shifting and economic uncertainty

swaying back and forth with the likes of Brexit, it is no wonder that organisations are finding it ever more complex to not only recruit but also keep great professionals. Partnering with an established, experienced and professional recruitment agency can take these stresses away by accepting liability for the entire process and ultimately ensuring your organisation is hiring and retaining effectively.

‘With times constantly shifting and economic uncertainty swaying back and forth with the likes of Brexit, it is no wonder that organisations are finding it ever more complex to not only recruit but also keep great professionals’

Communication is key during the recruitment process

70 business network December 2019/January 2020

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