If you don’t recruit the right people, it’s costly, time-consuming and can hold your business back.
The smaller your business, the bigger the impact a new recruit has. A good employee can help your business to grow and develop, but a bad one can hinder your business plans because it doesn’t just affect the role, it impacts the rest of your team as well.
So what should you do to ensure you get the best candidate, with the right skills, that will help take your business to the next level?
1. Define exactly what you want
The thing that people often hate doing is sitting down and committing to paper the scale and scope of the job. What makes a good experience and personality match to meet your future challenges? For example, you may assume that a Marketing Manager is the same everywhere, however, there are a million versions of that job and not all of them will be a good fit for your organisation.
2. Think about what skills your business requires
It’s not always the best option to get people into your business who has a similar set of skills to you. Think about the skills that will complement your team’s skills and help the business grow. If you’re driven by your vision but aren’t that interested in Marketing, it might be worth looking for someone who gets their satisfaction from getting into the detail of Marketing.
3. Consider any future changes
If you’re planning to grow the business, another important question to ask is whether the role is likely to change. Are you looking for somebody who’s ambitious and on their way up, or do you need someone more seasoned? Considerations for the future will help you look for the right candidate and set the right salary level. In turn, it will give future candidates an insight into your business. and if it’s right for them.
4. Partner with a good recruiter (Such as Cactus Recruit)!
Once you’ve figured out the role and what it is you require, we recommend developing a partnership with a good recruitment consultant. Invite them in so they see what it’s like working for you and give them time to put their best candidates in front of you.
5. Use social media
Social media sites like LinkedIn are great for networking, however, it’s not for everyone. If you’re well-connected on LinkedIn you might only have to put something on your profile and you’ll get interested candidates.
6. Take your time
Taking time over recruitment, particularly in a senior role, won’t put off serious candidates. If a candidate can’t wait that long, they’re probably not interested in finding the right job, they’re only interested in finding a job.
7. Invest time prior to interview
Once you’ve been given a shortlist, take some time and read through the CV’s and Cover Letters yourself, or with a team member. You can even give the candidates a call for a half-hour chat because it portrays things that a CV can’t such as how confident an individual is.- candidates also appreciate a relaxed chat about themselves or the role they are looking for.
8. Look for matching values as well as skills
We also recommend using the interview to get an idea of what makes this person stand out. At the end of the interview, you have to know if they have the same values that you have in your organisation. Ask them to give examples of when they have dealt with certain situations – the language they use will show you what they deem to be important when they describe the scenario and the actions they took.
9. Be honest
It’s important to be upfront about what the role will entail. Good recruitment is about making a match – for them and for you.
10. Keep an open mind
To keep your pool of candidates as wide as possible, we advise considering non-graduates as well as graduates. Of course, there are jobs where being a graduate is necessary. But if you only look at graduates you might be missing out on some brilliantly entrepreneurial, can-do people.
For more information, please get in touch: Hello@cactusrecruit.co.uk | 01614704597