There has been a surge in comments and conversations about recruitment. Managers and business owners are frustrated at a number of factors:
– how long it takes to get someone on board
– effort to screen applications and interview candidates
– costs of using a recruitment firm/agency
– amount and quality of candidates in the market
There has, as a result, been an increase in comment and questions about how to streamline and improve the recruitment process.
Several companies this week have been advocating and positioning their services as “outsourced recruiters”
At Broadspring we do support clients in their recruitment activity by
– assisting with finalisation of position descriptions and role requirements (including the person specification)
– conducting screening interviews on the initial shortlist
– conducting reference checks
However, we do not provide (or recommend) full outsourcing of recruitment because
1. You are the one who has to work with the successful candidate on an ongoing basis, not any external service provider
2. it is just as important for the candidates to meet who they may be working with/for as it is for you to meet them
3 Some decisions just should not be outsourced.
There is no doubt that recruiting takes time and effort, so what tips can we offer here to help you save time and effort
1. Be really clear on why the vacancy exists. If staff are resigning left right and centre, find out why that is the case and if anything needs to change in the business. In small firms it’s often the case that people leave due to a lack of promotion opportunities, but in many cases people leave because of a problem that senior managers often know little or nothing about. Exit interviews are your friend.
2. Be really clear on what you need in the role and the person to fill that role – now and in the medium term. consider how the role may change and develop as well as what is needed to be effective and successful right now.
3. Think about engaging other people to sit on interviews with you to gain extra input and insight. If you are hiring a shift supervisor or team leader, have one of the team involved in the interviews.
Remember that great phase – the quality of the answers you get depends on the questions that you ask.
You might not outsource the recruitment process, but that shouldn’t stop you getting external and expert insight to key elements of the process.