Selecting Your Perfect CandidateHints and tips
We all know that hiring a new member of staff can be a long and arduous process and you might feel a little taken aback by the applications you receive, maybe you don’t hire very often and aren’t sure about the selection process?
We’re here to help, in last week’s blog we gave some pro-tips for how to approach the latter end of your recruitment cycle covering things like choosing a format of the interview, deciding on the interview style and finally, selecting the perfect candidate.
But we know that there’s an array of considerations when you are hiring, so if you’re not sure about the recruitment process don’t suffer in silence! Check out our blogs below for tips right from the beginning of the recruitment process through to the end and you too can confidently hire the right person for your company.
We’ve shortlisted our top hints, tips and recruitment insights here so you can get started with mastering the recruitment process and selecting your perfect candidate:
All the things you need to know to ensure your recruitment advert is in line with the law.
When advertising for a role in this competitive market you need to ensure that you have everything in place to attract top talent, that includes advertising in the right places and having a compelling and engaging advert. This blog looks at the recruitment advert itself and how it ought to be differentiated from the job description.
Choosing the right job board or a combination of job boards is vital to ensuring that you attract the right employees to your vacancy. However, there are thousands of job boards to choose from, all offering a surprising complexity of USP’s, service, statistics and target audiences. It can leave even the most experienced business owner or HR professional confused and bewildered. This blog aims to help you choose the best job board for you to advertise your vacancies on.
Sifting through applications can be a daunting task, so to help you out we have put together some great tips that should give you the confidence to screen CVs in a timely manner.
This handy blog looks at giving you some helpful advice on how to master telephone pre-screens. That is, vetting applicants before the interview stage. This is a useful part of the recruitment process s it allows you to gather more information, confirm details and clear up any queries you may have.
There is important information an employer can gather in order to communicate and arrange the interviews successfully. Your recruitment process will be smoother if you know this information at the start of your recruitment campaign. This blog covers how to arrange interviews and what things to keep in mind.
Becoming proficient as an interviewer will probably take lots of training and practice and it is something that you will continue to hone your skills at throughout your career but to get you started, we’ve listed some of the most common questions that you could ask when interviewing a candidate.
There are many reasons why your recruitment advert may fail to meet expectations and subsequently result in not hiring. We have listed 5 possible reasons why your recruitment advert may not be pulling in top talent.
Finding and retaining the best talent is tough so you need to do everything you can do to attract the right people to your company. A huge part of this is in the initial recruitment process, so are you sure your recruitment process isn't putting people off?
Engaging and keeping your employees engaged in their job is the keystone to a successful hiring and staff retention strategy in any business. The happier your employees are the more effective and efficient they will be. We have listed 10 great common sense approaches that can improve staff engagement in your business.
We hope you find our blogs helpful! Don’t forget to get in touch if you have a recruitment need we can help you with – everything’s the same, £199 +vat for a 28-day online recruitment campaign on 30+ job boards plus FREE access to our applicant tracking system. Call the sales team now on 0113 3227243 or email us at [email protected]
If you liked this blog, you may also like: