How do I create a robust recruitment structure
- Create a Job Description of the duties that need to be performed. Consider length of service in similar sector / role and qualifications needed.
- Create a small version for a Job Advert, you don’t need to post the whole JD.
- Research the best method for attracting candidates, direct advertising on a job board, social media or a recruiter.
- Set pre-planned questions for the candidate to answer yes to on your advert
- Respond to all applications especially if they don’t have the skills for the role and let them know they have been unsuccessful.
- Draw up a short list of candidates that meet the criteria.
- Set up telephone interview’s – Ask quality questions that will help you make a decision.
- 2nd Interview – arrange for another member of staff to be present to get a second opinion. Either face to face on over Zoom.
- Discuss your concerns with the candidate about them as a hire. Give them an opportunity to re-assure you they are the right person for the role.
- Offer the role with the salary advertised, consider a pay review after probation. Collect the candidates “right to work” UK Passport will be fine. If they are not a UK national check their right to work and stay status – https://www.gov.uk/check-job-applicant-right-to-work
- Agreed a start date and plan for their first day
- Send them a formal offer letter and contract immediately and get them to sign and accept the terms
Sounds easy doesn’t it, if you need any help you know where I am!
