There are many reasons recruitment needs arise, but often the timing is not something you can control as an employer. Whether it is a one-off position or a season of growth requiring multiple positions to be filled, recruitment brings extra work on top of your day-to-day business. That can be tricky to manage if you’re not prepared. So whether you are recruiting for yourself or engaging a recruiter, here are some tips on preparing for recruitment as an employer.
Establish expectations and objectives early
Once you know you will be recruiting, it’s a good idea to pause and consider your business objectives and expectations. This includes objectives and expectations specific to the role, such as the level of experience and any qualifications you want in your new employee. It can also include your expectations and objectives relating to your business more broadly. For example, are you anticipating a gap in your workforce until you appoint someone? If so, how will you cover that? Considering your expectations and objectives early means that you can put a plan in place to ensure you meet them.
Decide on your process
Having worked out your expectations and objectives, it’s time to decide on a process. You might decide at this point to engage an external recruiter. At SULLIVAN Consulting, we can guide you through the best recruitment process for your business. Or you may prefer to manage your recruitment internally. Either way, you will need to consider whether a job description needs to be written or reviewed. You’ll also need to plan how you will advertise the role, for example, on websites, in print or via social media. Other considerations could include how to interview candidates and what reference checks or candidate assessments are required for the role. By deciding on the process before you commence, you’ll have a clear direction. This can help you keep stakeholders and candidates informed about what to expect.
Develop and stick to a timeline
Recruiting is often a time-sensitive process with various elements that each need time, such as advertising, interviewing and reference checking. There is also the impact of notice periods, training and onboarding time, and the flow-on effect to existing workloads. Mapping out a realistic timeline and sticking to it as much as possible can help to alleviate these pressures. Of course, there may be delays along the way. However, developing and communicating a realistic timeline can help to keep things on track.
Communicate with key stakeholders
Good communication, particularly between different parts of your organisation, is important for ensuring a smooth recruitment process. If your recruitment process includes panel interviews, make sure that you provide the panel members with plenty of notice. Invite them to set aside time in their diary. Provide panel members with information about the process and what to expect. Book meeting rooms early, too. If the role you’re recruiting for has an impact on teams, communicate with team members. They’ll want to know about what is happening and what it means for their work. It’s also worth giving some thought to how and when you will communicate with candidates. This includes fielding questions about the role as well as keeping applicants informed throughout the process.
So next time your business needs to recruit, take a moment to consider your expectations and objectives, decide on your process, and map out a timeline. Communicate this information with your key stakeholders, and consider what and how you will communicate with candidates. If you do, you’ll be better prepared and therefore more likely to have a positive recruitment experience.
Looking for a stress-free recruitment experience? The team at SULLIVAN Consulting would be happy to chat through your recruitment needs. Feel free to call Andrew on 0407 610 989.
