Recruit Smarter

Recruit Smarter

At some point or another, an employer has probably recruited the wrong candidate who seemed perfect throughout the interview stage, but when it came to them getting any work done, they’ve revealed they aren’t what they claimed. Chances are this is probably down to the employee’s lack of skills or understanding or poor attitude, but it could also be blamed on the employer’s vital interview checks slipping through the gaps.

Employing the right staff is arguably the most important part of running a business, so it’s not surprising to know employers are spending more and more time on job advertising and interviews to ensure that they’re hiring the right people. The wrong staff can have a hugely negative impact on a working environment, whether they turn out to be lazy or a bad team player, other employees are likely to suffer as a result.

With that in mind, here are my six top tips to ensure you’re recruiting safer:


Job description– Spend some time working on this, ensure you’re clear on what the tasks and responsibilities will be so candidates know what they’re applying for, what wages you are prepared to pay, any mandatory duties and ensure you include a catch all statement.  The worst response you can ever hear from an employee is… “It’s not my job”

Person specification– When you think of the person you would like to hire, put together an essential and desirable list of abilities and skills. Include everything from experience, qualifications, skills and competencies and make sure you state which ones are completely necessary.

Adverts– Place an advert on your website as well as a local job board and include a job description, person specification, disclosures, permit requirements, closing date and interview dates.

Media– Media is becoming bigger and bigger every day with one in seven people in the world on average logging onto Facebook. Make use of this and post your job adverts onto your social media platforms and share it amongst your staff; this increases the amount of potential candidates that will see your advert.

Shortlist– When choosing who you want to interview, match their application forms to your pre-written person specification and be extremely mindful about making discriminatory decisions. Once you have made your short list, begin making calls to references that have been provided.

Interviews– Decide prior to your interviews how many stages you want to do. Do you need a second interview or a trial period to make up your mind? Or are you satisfied with one interview? Once you have had your interview(s), select your candidate, inform them and agree to a start date. Ensure you inform any unsuccessful candidates.