how to build a results-driven recruitment process fit for 2018

Sourcing fresh talent is a constant challenge for any business and bringing in innovators with new skills, ideas and specialisms can often be a long, time consuming and expensive task for employers. In today’s ever-evolving business environment employers are constantly looking to develop their recruitment processes to yield the best results. polkadotfrog has over 15 years of experience as a recruitment specialist in Cambridgeshire Norfolk and Suffolk, and we understand that an efficient process is critical to business. After all, a company is only as good as the people within it!

Here’s our guide to building results driven recruitment processes that are fit for 2018.

Identifying the need to recruit!

Before you think about creating a job description it’s important to take the time out to properly plan your recruitment process. Without proper planning, it’s likely that your campaign will lose focus and not reach its full potential.

First, you should identify the businesses need to hire, this will give a distinct list of requirements which will help to build a profile of what to look for. The list should include; experience desired, skills, and characteristics.

Always question everything at this stage, why do we need to hire? How do we go about it? How will the role fit within the business? Try to be creative, we’ve found mind mapping to be a useful exercise and it will help you to understand what is a must and what would be a luxury. You need to know exactly what you are looking for before you start your search.

Define each stage of your recruitment process in detail, every company is different which means that you need a unique process to fit the businesses requirements. Get everyone involved in the recruitment process on board and set realistic expectations. If everyone is pulling in the same direction with common objectives it is more likely that you’ll achieve results.

Recruitment is a two-way street. Make a great first impression!

One of the first interactions a candidate will have with an employer is through the job description. It is imperative to make a great first impression, if you get the job description right you will be rewarded with high-quality applicants, but get it wrong and you will push them away, potentially into the path of competitors.

A great job description should be written to get the candidate excited about the prospect of working for your company. It should be unique, not just copy and paste, with an injection of personality. We’ve found using a friendlier, more casual tone to paint a picture of the role often gets results.

Time to generate interest!

What is the best way to advertise a job? This is a common headache for recruiters and has a huge impact on the quality and quantity of applicants. When a job opening is posted in the correct places it makes the whole recruitment process so much more efficient. In today’s digital world there are more ways than ever to advertise a recruitment drive, but you need to select the channels which are the best fit for the business – there are pros and cons for each.

Traditionally, businesses will tend to lean towards job boards. As the market becomes more and more fiercely contested, the benefits of using an independent recruitment partner can more often than not out-strip the capital outlay.

Recruitment specialists, like the polkadotfrog team, take a lot of the strain out of the process. We focus on identifying talent, advertising your roles, pre-screening candidates to make sure they are the right fit for your organisation, negotiating terms and providing unrivalled industry insight.

Review & Shortlist

We always advise clients to reflect back to the list of requirements, job description and person specification before reviewing applications. It’s important to remember exactly what the business is looking for.

Good candidates should be relatively easy to identify from their application. They should show a desire to work for your company with a unique application tailored to the requirements of the job.

Make a shortlist of applications you would like to interview and cross-check them against your list of needs and luxuries identified during the planning stage. Add some wild cards to the shortlist – there is no harm in interviewing them, and you may uncover a gem.

Make the most out of interviews

This stage is invaluable and arguably the most important in the whole process. The number one objective with interviews is to make the most out of the conversation you have with the candidate.

Hindsight is a wonderful thing and we hear so many stories from recruiters who reflect on an appointment and wish they had asked more questions or approached the interview from a different angle.

The key is to have a plan before you go into the interview. Dusting off the same old, tired recruitment questions downloaded from Google five years ago is an all too common recurrence for recruiters, and is unlikely to yield the results you are looking for. Make an effort to put the candidate at ease, if they feel confident you will see more of their personality. Don’t be too harsh on them, it’s easy to put a candidate off at this stage. Keep the conversation relevant to the role and tailor your questioning to address the list of requirements.

We always advise clients to standardise the questions across all candidates for a particular role. This way you can easily compare the interviews across the board, giving each candidate an equal opportunity to impress.

You will often find that your Recruitment consultant will contact you asking for feedback on the interviews. Providing feedback benefits everyone, the candidate will be able to take on board any constructive criticism, the Consultant will get more of an insight into exactly what it is your looking for and also reciprocate by providing feedback from the candidates perspective, which may help in future interviews.

References – Can you afford to skip them?

The cost of hiring someone who is not the right fit for a business is huge. Think about the resources and time that has gone into the recruitment process. We fully believe that references are worth your while.

Make sure you ask the right questions and do not be afraid of doing some digging, ex-employers are more often than not, happy to assist.

Start off on the right foot!

One of the most important stages of the recruitment process is making sure the new recruit settles in well. Research proves that properly inducted employees who are made to feel welcome from day one stay longer.

The first day of work can be extremely daunting for the successful candidate and a poor induction can have massive ramifications going forward. Companies should put emphasis on making the candidate feel welcome before they even arrive. This can be achieved with a welcome email or telephone call, letting them know how much you are looking forward to working with them.

Be prepared for the new employee arriving. There is nothing worse than sitting there on your first day, not knowing anyone, without guidance on how to get started, or issues with processes and systems. Consider creating a ‘starter checklist’ to be implemented for every new hire.

Provide an integration tour of the company, introducing the new recruit to colleagues and arrange introductory meetings with their team. Make sure you point out any lunch arrangements and invite them along to any social gatherings.

Finally, after a couple of weeks get feedback on the whole recruitment process. This will allow you to tackle any issues before they escalate into something more serious and help you to make your recruitment process more efficient in the future.

A highly consultative approach to recruitment

Although daunting at first, recruitment can be an extremely rewarding process when done right. Breaking it into steps provides structure to the process which helps to keep the focus on the requirements of the business. At polkadotfrog, we offer a highly consultative approach. With more honesty and attention to the needs of both parties, we have a high success rate with candidates staying in roles for long periods of time. Unlike larger recruitment agencies, polkadotfrog is proudly independent. And this is what allows us to offer unparalleled personalised service to both clients and candidates for right-first-time appointments.

Want to find out how polkadotfrog can assist with your recruitment processes? Give your local branch a call today.