Recruitment has been in a constant state of flux for the last 5 years or so, this could present confusion to any employer. You might be asking questions like: Where do I find the best applicants? How do I make sure I’m using the right solutions? What is the best way to recruit in 2016?
Firstly, recruitment has gone marketing heavy, technology driven and brand centric, but in our opinion (and we have got statistics to prove this), the SME doesn’t need to panic just yet. They don’t need to start employing in-house recruiters or creating departments just to cope with their employer brand or implement fancy tech.
If you are a much bigger company and have lots vacancies, then you should be well on your way to creating an efficient recruitment process with internal teams and the right tech. But for most SMEs, who recruit limited numbers on an ad hoc basis and across all sorts of skills sectors, we believe that you just need to be organised and aware of some key points to be successful in hiring the right people this year.
Here is our SME Recruitment Guide for 2016:
1. Plan your resource
Your resource plan should mirror your business plan and by now you will be thinking about the shape of your business for the year ahead.
Take this opportunity to also consider the skills and the competencies of your existing staff and their development versus what you need next year. Bottom line: What will your business look in 2016 and what are the skills will you need to hire for?
Obviously, you can’t account for every hire or leave in your business and some of your vacancies will be very immediate and unplanned. However, the more planning you can do, the better positioned you will be to find the best people.
2. Create job descriptions and design templates for all job adverts
Job descriptions are a legal requirement for any business so you will probably have them in place. Having really great job descriptions is usually overlooked but they can really help your organisation in many ways, not just from a recruitment perspective; but these are an essential management tool and time should be spent creating them.
Designing job advert templates is something completely different. We have written about the differences between job descriptions and job adverts before if you’re unsure. For those jobs that you plan to advertise, consider them in line with any other marketing activity or guidelines you are implementing in 2016 and have a good think about the real selling points for why someone would want to work for your company.
Having a template which allows you to complete and edit where necessary, will ensure you do not miss out vital information about the job, person or your company when briefing someone to write an advert. It will make a big impact on your organisation and internal communications and it will keep your adverts consistently excellent!
3. Nail your recruitment process
You know who you are going to employ next year and you know what they look like. It’s time to think about how you are going to find them and then keep them engaged. We have listed some pointers to get you started and it really doesn’t have to be too complicated.
- Internally or externally
- Suppliers or DIY
- Source or advertise
- Internal process - who does what?
- What internal resource or training is required?
- What will the applicant experience?
- What is the speed of the process?
- How are you screening CVs?
- Types and format of interviews
- Numbers of interviews and who with
Offering them the Job:
- Who does this verbally and written?
- Keeping in contact before start date
- Induction procedure
Finally, test to make sure the process works and that it is scalable and that everyone in your organisation is aware of the process and what part they are to play. We have created a great infographic which may help you too.
4. Create measuring and monitoring disciplines
2017 may seem a long way off, but we will be there before you know it. Wouldn’t it be great to have some valuable data to help you plan even better?
Some ratios you may want to consider are; cost to hire and time to hire. Some insights into how you found your best applicants or new employees and some feedback on your applicant engagement or how they found your process would help too.
Consider how you can implement some matrix or reporting method that will give you real time data, which you can review and adapt throughout the year to make your recruitment really rock!
We trust this article has given you some food for thought with your recruitment for 2016. If you’d like more helpful recruitment tips, our blog covers everything from legislation to attracting applicants to your job roles.
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