HR advice by hr experts
The Recruitment Process: How to start
We’re here to help you though the recruitment process and provide best practices to ensure you get the best possible employees to join your team.
In this guide we’ll talk you through:
- What to consider when starting the recruitment process
- How to write a job description
- Person specification for recruitment
Every organisation needs to ensure:
- Get the right people in the right job
- You’re hiring at the right time
- You gain the right skills necessary
- The roll is cost effective
Getting the recruitment process right means you’ll:
- Reduce training needs
- Reduce labour turnover
- Reduce future recruitment cost
- And most importantly gain a valuable member of your team
Is there a need for a new role?
Before starting the recruitment process, firstly consider does your company need the role and is there enough work available. Your first steps to ensure the role exists are:
- Speak to the line manager to understand the need
- Outline their role and responsibilities
- Understand your company’s expectations for the role
- Does your company have the time to onboard a new employee?
- How do you see the role developing?
These are all important consideration to take before advertising a new role. If you would like advice and support during the requirement, our helpful HR consultants are always here for a chat.
Once you have given full consideration as to whether a vacancy actually exists, you should ideally prepare a plan, perhaps along the lines described below.
Prepare job description and person specification
Prepare advertisement (include the closing date & interview date if possible)
Plan timescale for shortlisting applicants
Decide the interviewers
Prepare interview questions
If you would like more information on creating a recruitment plan, take a look at our guide.
A job description, as the term implies, describes the tasks and responsibilities that comprise the job. It serves to make clear in the minds of both employer and employee just what is expected from the employment, clearly and concisely.
Top tips for your job description
- Be familiar with the day-to-day nature of the work performed
- Ask employees that are carrying out the tasks for their input
- Consider how the role will support the growth of your business
- Use simple English and short sentences
- Don’t confuse or overcomplicate the description
- Make it clear that this is not an exhaustive list of tasks and there could times the employee is required to undertake other tasks
- If you would like more information on writing a job description, take a look at our guide.
Person Specification for Recruitment
Having considered the job carefully, the next step, using the job description, is to identify the ideal candidate for the job (person specification). When this is done make sure you adhere to it during the recruitment process.
A typical set of competencies might include
Relationships with other
Negotiating and influencing, stakeholder management
Once the required competencies have been identified, they can be used as a basis for the person specification, the advertisement, the selection and design of the most appropriate assessment techniques – even the questions that will be asked at interview.
If you’re unsure on which competencies to incorporate our HR consultants are always here to help.