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The Best Kept Industry Secrets For Finding & Hiring Staff

The Best Kept Industry Secrets For Finding & Hiring Staff

Monday 09 March 2020

The Best Kept Industry Secrets For Finding & Hiring Staff


Having been in the recruitment industry for almost two decades, working across Jersey, Guernsey, the UK and further afield, I've become accustomed to many recruitment patterns both on the client and candidate side, that both the team and I have great strategies for, to ensure we're leading the way in proactive recruitment.

The Right Fit 

The right people are the most important part of your business. It is so important to ensure you  hire ‘the right fit’. The right people help your business adopt a great culture, a culture of team  work, a superb working environment which in turn makes your business better all round. The  ‘wrong’ people destroy morale, culture and cost your business time and money. It is a very  competitive candidate marketplace out there and of course it can be tempting to hire the right  CV/experience and compromise on culture – I would strongly advise not doing this! Always  think, culture first. 

Think Internal First 

Promoting internally helps protect your culture and also empowers your staff and rewards  their hard work. By promoting internally, you are ensuring the people that eat, sleep and  breathe your culture are in different levels of your business and are in a position to pass on  their passion for the business and manage and develop their colleagues in the right way. In  addition to this, you are ensuring that you are continually developing future leaders in the  business and will also see better staff retention. It also serves as a cost-saver as it is cheaper  and easier to recruit at a lower level and also easier to instil culture in more junior staff.  Beyond that, it's a lovely feeling to promote someone and is encouraging for your current staff  and is simply great PR for your business. 

Be Brilliant At The Basics 

If you haven't got the right fit internally, which is fine - don't promote for the sake of it, make  sure that you have your basics covered before looking to recruit. Once the role is signed off  and you have been given a salary range, try and get permission to go 10 or 20% above salary so  that you have some wiggle room if you need to meet an exceptional candidate's requirements - this will save time jumping through hoops, should you need, and lessen the chance of losing a  valuable candidate. 

Make sure you have had a thorough brief from the line manager around the role and their  expectations, as well as timescales to hiring, salary range and duties, this will allow you to  manage their expectations throughout the hiring process.  

You can't always get the perfect candidate and with that, it's best to get alternatives from the  hiring manager if they can't find their ideal candidate within a reasonable timeframe; will they  consider a temporary worker, reduced hours, a change to the benefits package, a job-share? All  of these options can vastly improve the appeal of the role and give you a bigger selection of  candidates.

Lastly, be aware of the interviewer's schedule, offering a candidate an interview for three  weeks’ time because the line manager on holiday isn't going to be the best of starts; as I've  alluded to before, and will again, time is the biggest deal-killer in the recruitment process. 

Hiring For Culture 

More and more employers are embracing an approach of culture-fit over skills-fit and as  Howard Schultz, of Starbucks fame, famously said, "hiring people is an art, not a science, and  resumes can’t tell you whether someone will fit into a company’s culture". 

Yes, a skillset match is vital, but if presented with a candidate that ticks every box versus a  candidate who ticks most and would make a better team fit, take the latter every time. You can  teach skills, but you cannot teach the right personality or culture fit. 

Invest In Relationships 

If you're working with external recruiters it is key to ensure that you invest time into these  relationships to get the most value; introduce them to your business and allow them the  opportunity to truly understand your business and love it as much as you do, introduce them to  line managers - in essence, treat them like a new starter and give them the full show, the more  a recruiter can be bought into your company the better advocate they'll be for you. 

Deal-Killers, What To Look Out For 

Time is the single biggest killer for securing new staff. I have seen it time and time again over  the years with recruitment processes simply taking too long because the basics weren't in  place quick enough and candidates have taken an offer elsewhere. 

As I mentioned earlier, make sure you are brilliant at the basics and have everything ready to  go before you embark on a recruitment exercise, there's nothing worse than finding your ideal  candidate but then getting tied up in red tape and losing them to a competitor. 

The second most common deal-killer is the infamous "Buy Back", your soon-to-be new hire has  just handed in their notice and is presented with a counteroffer and they accept. This happens  all too often, and as a proactive recruitment agency, we approach this very early on in the  recruitment process to best reduce any occurrences, should the candidate be looking to accept, and you really want this candidate to join your company, this is why it is important to  have some leeway agreed in advance so that you can react quickly. 

Post-Acceptance, It's Not Over Yet 

Many will feel like the battle is won once the candidate has verbally accepted the offer or  signed their employment contract, but over the years I've seen many candidates change their  mind after verbally accepting and even some back out after signing the contract. The time  period from verbal acceptance right through to the completion of the candidate's probation is  a sensitive one and is certainly not a time to rest on your laurels, whilst we always ensure that  we're keeping in touch with the candidate regularly right to end of this period, it's important to  make sure you hold the candidate's hand through this stage and have everything planned out  as thoroughly as possible; moving jobs is a big life change for many of us and will put us on an  emotional rollercoaster of happiness and excitement to doubt and guilt, so it's important to  stay close through this process to ensure a smooth transition. 

By Andrew Partlow 

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