It takes considerable time and effort to put together a team in your workplace that is successful, and will stick with your company for the long-haul, but here are some ideas to help you find the right candidate for the job.

1) Background

Firstly you need to precisely define the roles you wish to recruit for, while bearing in mind that a job description works two ways – It attracts candidates and must enable candidates to decide if they are right for your business. If you get this wrong, you will attract unsuitable candidates, which is a waste of both time and money.

2) Process

Attention to detail during the recruitment process is always essential. For example, while advertising an available job, you need to include: what position is on offer; is it permanent, temporary, full-time, part-time etc; what responsibilities you expect candidates to take on; what level of experience must be met; personal attributes you are looking for etc. These will all help you to narrow down the prospective candidates list.

You also need to include a bit on why the candidate would want to join your company, outline the benefits of your firm etc.

3) Cost

Going through the grapevine is the cheapest way to recruit. This involves letting the people you work with, suppliers, and other business contacts know that you are looking for staff.

Another way is to ask your local job centre for advice on recruitment, which is a free service, through which they can also arrange a space for your interviews if necessary.

Press ads are more expensive, so if you intend to use them, plan them carefully to make sure your ad stands out and conforms to all discriminatory rules that relate to: gender; age; race; and disability or you could be at risk of being accused of discriminatory practice.

Another option is to use staff recruitment agencies. These often have quite high placement fees, but these can usually be negotiated, especially if you use them regularly.

Finally, you could also look into hiring a head-hunter on a project by project basis, who knows your sector well.

 

What Do You Think?

Are there other areas of advertising a position that are also important? Do you think one area is more essential than the other? Do you have experience advertising vacancies you are willing to share with others? Let us know, leave your comments here.

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