How to prepare for and manage the recruitment process

Going through the recruitment process isn’t easy for anyone. Whether you are the one recruiting or the one looking for a role. There are a number of challenges in order to find the perfect fit.

In our latest blog, we look at recruitment from the client perspective and provide you with a number of tips to make the process run as smoothly as possible while ensuring you find the right person for your organisation.

1. Define the role

Define the role you are recruiting for; highlight what is essential to the role and what skill sets would be a welcome addition. This helps both you and the candidate understand what is expected of them.

You may find a candidate that is suitable for the role but who might not quite tick all your boxes. However, by having a clear understanding of what you are looking for, what your business needs and what you are willing to sacrifice will help you during all stages of the recruitment process which includes reviewing applications, interviews and appointment.

At this stage, it is also worth considering what additional investment you might be prepared to put into the right candidate to get them to the standard you require.

If you are recruiting for a new role, there can often be flexibility on skills and fit and we find that what Clients are looking for at the start of the process often differs with what they agree on in the end. This is why meeting a few more candidates rather than looking over multiple CV’s is advisable.

When the position is a replacement, then comparison with the previous member of staff is inevitable, but this can cloud judgement and lead to decisions based on the past and not the future.

2. Carry out your research!

You will find conflicting views about this and whether or not it is an ethical thing to do, however, many employers carry out an online search of the candidate, paying particular attention to their social media platforms.

Social media can be a great platform for obtaining more of insight on an individual; what makes them tick, what are they passionate about, are they a creative writer, do they demonstrate a true passion for what they do? Which means this is also the great opportunity for you to create some questions specific to that individual for you to ask during the interview process.

Anything an employee posts online can have an effect on your business and its reputation, so bear this is mind when carrying out such background checks.

3. Show an interest in them

Depending on how thorough your online search was, you may already know a significant amount about the candidate, but always show an interest in them, their career and interests.

If you have noticed the candidate studied in one city but is now living in another, ask them what brought them here. They may have travelled or moved to find more opportunities within their chosen sector.

This is the perfect opportunity to find things out about your candidate in a casual conversation that allows them to demonstrate desirable skills such as ambition, drive, determination, etc.

Often during questions like this, you will really get a feel for the candidate and more specifically, if they might be the right fit culturally.

4. Ask open ended questions

Open questions give the candidate the opportunity to demonstrate their confidence in answering questions and also their knowledge surrounding the sector.

Yes and no questions won’t provide you with the insight you need to make an informed decision on the candidate and certainly won’t give the candidate to demonstrate they are the right person for the role.

Don’t forget, an interview is a two-way process and they are deciding if they actually want to work for your business, so ask engaging questions.

5. Set tasks prior to the interview

Whilst it’s only the minority, candidates have been found to embellish their skills listed on their CV. Setting tasks for your candidate to complete prior to the interview gives you as an employer the opportunity to dissect the task before the interview and get a good grasp on the candidate’s capabilities.

For example, if you are interviewing for the role of a Head of Marketing, you would need to set the candidate a task that requires them to show their organisational, creative, digital and pitching skills. This may be in the form of a proposal for a client in your chosen format. Or even better, leave the format up to them. You never know, they might surprise you and come up with an innovative idea.

6.Show that your business and the people within it are human

Whilst they have hopefully done their research and know the ins and outs of your business, you should tell the candidate about life within your firm. Do you take part in any annual fundraisers for a chosen charity? Do you have staff perks? Do you have dress down and early finish Fridays? If so, tell them. They want to ensure the role and company is right for them as much as you do.

7.Fill the gaps

If there is anything you don’t know about them that you would like to, then ask. Whether this be gaps in their CV, career breaks or even questioning their knowledge/experience using business tools.

8. Think about your current staff

Whilst holding the right qualifications and skills for the role is vital, the personality fit is just as crucial. Take into consideration the dynamics and if the candidate could seamlessly fit into your workplace.

The whole interview process should assist you with this analysation of the candidate and how their role and their personality will fit within the existing team.

It might not be right for every business, but it’s worth considering if you should engage your team in the recruitment process.

9. Have questions prepared but do not be afraid to let the interview lead you to further questioning

Whilst you should have questions prepared, don’t be afraid to ask as the interview goes on. Having a couple of people from the business in the interview can help in this scenario as you may perceive answers in a different way, so this gives you the opportunity to ask deeper questions.

The better you understand the candidate, the easier it will be to make a decision. You may uncover skills the candidate has that they didn’t disclose in their CV.

10. Involve your existing employees in the hiring process

Whether your existing employees are on hand to help you “vet” possible candidates, carrying out background research on them prior to the interview process or even being introduced to the candidate in an office walk-round at the end of the interview, this involvement is likely to assist you in your hiring decision.

Not only will this work towards your goal of your new employee being the right fit for the company but your employees may be your best sales people. From a candidate’s perspective, knowing you’ll potentially be working with a friendly and welcoming team is certainly a selling point and only enhances the job appeal. So, try showing off your employees and see how you can involve them in the process.

We also recently asked our clients about their favourite questions to ask in the interview process and we have had some great responses. Click here to see their key questions!

To discuss how MET Marketing could assist with your next recruitment requirement, contact us today.