How can you ensure that you hire the right people, in the right positon, that are suitable for your business? Successful recruitment involves following a process that contains steps for identifying, attracting and hiring the right person.
In this blog, we share a few useful tips for engaging with Recruitment Consultants and increasing your recruitment and retention success.
Allow time in your busy schedule to meet with your Recruitment Consultant
The initial job briefing meeting is the opportunity for you to tell your Recruitment Consultant everything there is to know about your organisation and the role. Think of it like an interview; make sure you share with your Recruitment Consultant everything they should know about the position, your organisation and the company culture, so that they are able to find the most suitable candidates. Don’t be afraid to ask questions of your own about how the recruitment process works and what is included in the service.
Discuss the candidate screening process with your Recruitment Consultant
Find out the candidate screening process your Recruitment Consultant undertakes for their candidates. Do they take references during the candidate registration process or only at the offer stage? A best practice guidelines for recruitment recommends that Recruitment Consultants should take at least one reference after they have interviewed a candidate, before your first round interviews begin. A candidate’s resume and interview performance is only part of the picture, references can either support an application or in some cases bring information to light that the Recruitment Consultant was not aware of that might hinder their suitability for the role.
Provide an up to date position description
A good position description in the hiring process is an absolute must. Your Recruitment Consultant will use this to brief the candidate effectively and can send the detailed position description on to interested parties. Candidates can decide if the role is still interesting to them once they see the actual duties and responsibilities on the position description. If it is well written and up to date, it can rule out candidates before the interview who might not be suitable and this will save you time in the interview process.
Agree on a recruitment timeline with your Recruitment Consultant
Plan out a timeline during your job briefing meeting so that you can schedule when your new hire will be on-board and move through the process efficiently and without unnecessary delay. Timelines need to take into account the time taken for all aspects of the process from start to finish.
Remember that the more thorough the hiring process, the more effective and successful the placement will be. Your Recruitment Consultant should be experienced in discussing these timelines with you and giving you an indication of when you can expect to be inducting your new hire.
Be available to discuss your feedback following the first round of interviews
Have an open conversation with your Recruitment Consultant to discuss how the interviews went. Be specific and provide feedback on each candidate interviewed. This will ensure that you only take candidates through to the second round that you are really interested in and will save you time in the long run.
Keep in touch with your Recruitment Consultant during your new hires first three months
They are there to assist you with any concerns that you might have following the placement and act as an intermediary to find out how both yourself as the client and the candidate is getting on. Share your feedback, both positive and negative, so that they can provide valuable aftercare advice as part of the recruitment service.