Planning to recruit in 2021? Does your business have a plan or a process in place or do you handle your recruitment on a case-by-case basis?
Going back to basics and spending time to map out your recruitment plan will not only make the process easier for your business but will also help with the allocation of budgets and resources needed to handle the process.
- Plan for the year – At this stage, you may not know the full extent of what recruitment needs will be for the year, however, have you considered if you the people and skills within the business to help you achieve the goals for 2021?
- Plan for the future – do you have an apprentice programme or graduate scheme in place to future proof your business. Training and developing young talent by allowing them to shadow experienced employees can help support your business growth.
- Why work for your business – at this stage, consider how your business would look to candidates. How are you ensuring that you attract the best talent in the industry? Are you an organisation that they would want to work for? What makes you an employer of choice? Ask long-standing employees and recent hires why chose employment with you, and what they would say to people considering moving to your business.
- Timings – When will you require a new hire to start in your business? Realistically consider the time it will take from the planning stage to the point you decide to hire. Remember to include notice periods and potential handover opportunities.
- Role-specific planning – For existing roles, information relating to the job description and person specification may already be available, this should be reviewed to ensure they are up to date. Brief your industry-specific recruitment consultant or if this is something you are undertaking yourself, create a job advert.
- Selection process – how are you going to review the candidates CVs or application forms? A recruitment consultant will as standard pre-interview suitable candidates and will only send the business, the details of those that they consider are suitable. What criteria will decisions be made by the business to interview a candidate?
- Interviewing – Consider the interviews. Do you have a robust interview process in place? How many interviews would be needed per job role or per candidate for the business to make a clear decision? Who would conduct the interviews, or perhaps there will be different interviewers for each stage? Are your hiring managers comfortable with interviewing and the recruitment process? What questions will be asked during the interviews, and will the candidate be asked to undertake a task or present at one of the meetings?
- Decisions – who is going to decide on which candidate goes to the next stage of interviews and who will be involved in the ultimate decision as to whether they are offered the role or not.
Dorinda Gibbons of Profile Recruitment works with businesses in the Inkjet Printing and Packaging industries to help them with their recruitment needs. Contact Dorinda to discuss your requirements.