1. Always be recruiting. Have a page on your website with employee testimonials and a link for people to apply to join your great company.
Take a leaf out of top sports teams and always be looking to replace underperforming team members.
2. Differentiate your benefits offer and match them to the type of people you want to attract. Some people want to earn extra money and overtime. Some people want overtime & extra money, some don’t. Others may want security and flexibility of time, so make sure that the type of people that you want is matched by the benefits you offer.
3. Use your culture statement to attract people who already match your values. If they match they will fit in better naturally. Their thought processes are more likely to match your too so you will have 80% of the head space covered from the start.
4. Use personality and behavioural assessments. This double checks what you can’t see.
ie. What is going on in their heads compared with what they tell you in an interview.
5. Write a compelling advert opening to get the attention of the type of things people don’t like about their present job.But do make sure you can deliver those things.
6. Attract applicants by using 45 simple yes no questions. These need to be must haves for the person who will be ideal for the role. No point in spending time with people who haven’t got the must haves.
7. Use multiple levels of screening and testing of that attitude as well as skills using questionnaires, telephone interviews, group interviews, video interviews & get the applicants to do the work for you by deselecting themselves along the way in the process. This leaves you with a shortlist of people who have proven, they have a great attitude, and really want the job that you were offering.
8. Consistency of process is essential. Put every applicant through the same process. Don’t short cut the process even for your brother, niece or nephew. Everyone needs to prove that they really want the job so it’s not gifted to them on a plate. If you do it will often come back to haunt you.
9. If applicants who you attract don’t fall through or are not your ideal choice consider not to recruit but run the publicity process again.
In the UK it is said that it costs on average £32,000 if you get the wrong person into your business in lost time, effort, wasted training & mistakes.
10. Always make your offer to the successful applicant subject to satisfactory references and make sure you take the references up too.
11. You can do all this by yourself in house if you invest the time and effort, or we can take the legwork off you, run your process for you, presenting you with a shortlist of passionate, productive, profitable people to choose from.
To your success….
Chris Wharram
Business Owner & Senior Recruiter
Web www.kingsmanrecruitment.co.uk
Email Chris@kingsmanrecruitment.co.uk
Tel 07711 124270