Tips on 'How to successfully recruit the right staff the first time'
Conduct a Job Analysis: A Job Analysis is a process used to identify and understand in detail the particular job duties and requirements and the relative importance of these particular duties for a given job. It is the actual job that is being analysed not the person completing the job. At the end of doing this you may realise you actually may only need someone part time as opposed to full time or vice versa.
Create a Job Description and Person Specification: These two tools will allow you to gain a clear understanding of the day to day tasks the new recruit will be undertaking and exactly the right type of person you will need to be able to undertake the tasks. A person specification is a fantastic tool for you to write down exactly what the right fit for the team is and if you could find your ideal applicant what skills, experience and qualifications would you like for them to have. A Job Description is now a legal requirement for all employees (so now is a very good time to go and create one for you and your team).
Advertising: This is your chance to set your business apart from your competitions so make sure that if you are writing an advertisement for staff it has the “WOW” factor and the WIIFM (what’s in it for me). You also want it to be detailed and specific otherwise you will be inundated by every person looking for work across the country! The more specific you are the higher chance of attracting the RIGHT person.
Telephone and email screening forms: Have key questions on these that are non-negotiable i.e. remuneration, qualifications and location.
Application Forms: These are for risk management and also for culling out any unsuitable applicants that may still be in the mix.
Competency based interview questions: You need to know how this person will react or has reacted to a variety of relevant situations that they would face on a day to day basis in this role. If they don’t give you the right answer then they are out of the mix!
Reference checking forms: People that do not use these when recruiting are just opening themselves up for a problem. This is the perfect time for you to be able to speak to previous employers (NOT colleagues) about how the applicant performed in their previous role. Again, any alarm bells take them out of the mix. The earlier you eliminate unsuitable applicants the happier you and your team will be in the long run - trust me on this one. The last thing anyone wants is a bad hire.
Employment Agreement and Letter of Offer (with Job Description): These are legal requirements and are a non-negotiable! You may face a fine from the DOL if you do not have these in place in your business (who wants a $20,000 fine?).
Induction plan: Make sure that your new person can settle in and learn everything they need to know from A to Z as soon as they can. The faster they are settled in the easier everyone’s life will be!
If you follow all of the above tips and are clear from the very beginning about what you want and what you do not want you should have a successful recruitment process and new employee on board!