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Prepare to recruit the best fit
You will want to ensure you have clearly defined the duties that you want your new hire to do, the most relevant job title and the skills, experience, and attributes you want them to have. You will need to work out what to pay them, factoring in the UK’s laws on minimum wage. You also have a duty to comply with UK Immigration laws in checking they have the right to work in the UK as well as ensuring you don’t discriminate in any of your recruitment processes.
We offer guidance and support to our clients in putting in place well-structured job descriptions, identifying best fit factors, interviewing techniques, market pay rates and induction programmes, as well as guiding them through the legal duties that come with recruiting staff.
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Don’t forget about culture!
The amount of time and effort you invest in your recruitment process is an investment in the future of your business. For your business to thrive and grow you need to hire the right people and getting it wrong can be very costly.
When you think about your ideal new hire, you need to think of the “soft” requirements alongside the boxes they tick in terms of the qualifications and work experience you may want them to have. We call these “best fit factors” and a large part of that is helping you to identify your workplace culture and what to look for in your job applicants to get the best fit.
The cost of hiring
Many have tried to put a value of the cost of hiring, but a lot of it will depend on the type of vacancy you have, the industry you are in, your recruitment process and a whole host of other factors that will differ from one organisation to another. So, the true cost of hiring can vary wildly between businesses or, indeed, between different jobs within a company.
To work out the true cost you should factor in the time spent on writing the job spec, arrangements for advertising, screening candidates, phone and in-person interviews, the cost of any temporary staff for the unfilled position or lost productivity, time spent onboarding and training a new recruit and the lower productivity while the new employee gets up to speed.
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Recruitment Excellence
As you decide on whether or not to use a recruitment agency to help you in your recruitment campaign, you should think about the practicalities as well as the cost in taking the time to write a compelling job spec and job advert, the cost of advertising, including using the right advertising media, how effectively and how much time it takes to shortlist applicants and so on.
Our clients turn to us as a reputable recruitment agency, to handle all this, saving them time and money. Our experienced recruitment consultants work hard to understand exactly what you are looking for so they can filter through the applications, focusing on Quality of Hire.
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PROVIDING RELIABLE, PRACTICAL HR ADVICE