WHILE finding a new member of staff may involve time, expense and energy, the benefits of getting it right first time far outweigh any such considerations.
By following a straightforward businesslike process to appoint the person best suited to both the role and the company, complicated and often costly consequences further down the line can be avoided.
The advice of recruitment experts Spirit HR is to adopt a policy of ‘head not heart’ when it comes to choosing a new member of the team, following procedures and taking a pragmatic and businesslike approach.
Donna Fairbrass, of Spirit HR, said: “It’s very easy in the recruitment process to let your heart rule your head, choosing someone you think you will like and who the rest of the team will get on with and sometimes allowing that to stop you digging too deeply into their actual ability and previous experience.
“That’s where someone with expert HR and recruitment knowledge becomes invaluable, from drawing up and advert and sifting through applications and then helping with the interview process.”
Spirit HR recommends following certain steps in order to make sure the process delivers the results you are looking for.
1. Think about the exact skills you are looking for before you advertise. Take stock and look at how the role might have changed and how you may not need to replace an outgoing employee with a like-for-like replacement.
2. Select carefully from the applications you receive and only interview those that meet all the criteria you set out.
3. Know before the interviews start what questions you are going to ask and try to ask all candidates the same questions – that’s the only way to really compare. Supplementary questions can be asked based on responses, but start with a level playing field.
4. Ask open questions that invite the candidate to expand on what they have done in a previous role that demonstrates their ability and past experience. Questions with a yes or no answer tell you very little.
5. Pick out elements from a candidate’s CV and ask them to expand on their involvement and role in something they’ve mentioned. Dig deeper to make sure they played as significant a part as they suggest.
6. Depending on the role, consider formal testing such as accuracy tests or personality tests that deliver measurable, statistical results.
Donna added: “Finding out you’ve recruited someone unsuitable to a role can be costly and damaging to the company. Expert advice on the recruitment process can help avoid any pitfalls and ensure you get the best person for your business.”
Find out more about Spirit HR by visiting the website www.spirt-hr.co.uk or call 0845 463 3231.
