Hiring the right employee can have a hugely positive impact on a business. These high-energy, high-calibre candidates can enhance the fabric of the business, contribute to workplace culture and build strong relationships with colleagues and clients, contributing to both your employer and business brand. This in turn, will attract future talent and valuable clients to the company, and you will become known as a business that people want to work with, and for.
However, hiring the wrong candidate can be expensive in many ways, eating up recruitment budgets and wreaking havoc on your work environment, impacting team morale and productivity.
Here, you will find a wealth of recruiting tips and advice for hiring managers: from strategy to seeking feedback from candidates on their experience.
Learn about the importance of creating a strong employer brand, and the benefits it brings to your business.
Explore the specific strategies that can be used in interviews to make the time with each candidate as valuable as possible.
Unconscious bias will prevent you from building diverse teams, lacking varying perspective and skill sets. This article explores the ways you can reduce its impact on the hiring process.
The benefits of using a recruitment agency
The role of the HR department has transitioned in recent years. HR professionals are responsible for a wide range of roles: employee pay; rewards and benefits; employee progression and development; appraisal systems, as well as being employee advocates and champions for change.
Alongside all of the above, many HR departments are tasked with the recruitment and retention of high-quality candidates. Many businesses assume that keeping recruitment in-house protects the budgets assigned to hiring – yet the cost of hiring the wrong candidate can far outweigh the cost of outsourcing recruitment.
Recruitment agencies understand the current job market and through expertly-honed skills, will be able to create a pool of talented individuals that will deliver value to your business.
The below article expands more on the benefits of using a recruitment agency when hiring new candidates:
Often confused with being another term for recruitment, talent acquisition, or executive recruitment, is a proactive strategy to build a pipeline of high-achieving candidates that possess specific skill sets.
Rather than waiting for vacancies to arise and work to fill them, talent acquisition uses a number of techniques to source the best talent. This page provides more detail around the techniques we use as part of our talent acquisition service:
You can find advice for creating your own proactive and sustained talent acquisition strategy below:
In order to attract the high-value candidates that will make an impact on your business you will need to become a business that they choose to work for.
Your employer brand encompasses your identity as an employer, along with the experience and environment that you provide for your workforce. A great employer brand will see your employee retention rates increase and your ability to hire stand-out candidates improve.
You can learn more about the importance of an employer brand, along with how to build and market it in the following posts:
Types of interviews
It used to be that interviews were conducted in one format: a face-to-face question and answer session.
However, advances in technology mean that you can carry out interviews in a way that is aligned with the role at hand, your organisation, or in ways that make the process more efficient.
It’s now commonplace for interviews to be conducted through telephone calls or video interviews, particularly in the initial stages.
Many employers are looking to recruit candidates that are aligned with their culture and values. This has caused the formal nature of interviews to decline. Many employers take the opportunity to choose to call a candidate to have an informal discussion and identify the candidate’s level of interest.
In some instances, you may choose an interview format that requires to give a presentation or answer competency-based questions, that target a specific skill set or experience.
There are specific techniques and questions that you can use in interviews that will help you identify skill sets and extract the detailed information from a candidate that will enable you to make an informed decision on their suitability.
To guide you in conducting an effective interview, we created a comprehensive interview guide that covers interview objectives, determining a candidate’s experience, ability and soft skills along with some unusual interview questions to keep the candidate engaged.
The role of unconscious bias in the hiring process
It is crucial to build a diverse and inclusive workforce that reflects your customer base and draws on the experience of people of all ages and from varying walks of life.
Unconscious bias is a very real barrier that prevents hiring managers and recruiters from creating a team that celebrates and benefits from diversity.
By reading the above article, you can learn what unconscious bias is, and practical ways that you can remove it from your hiring process.
Giving and receiving feedback
Data shows that candidates value interview feedback, and many welcome the opportunity to have this delivered face-to-face.
Not only does providing feedback benefit the candidate, helping them to re-evaluate and improve the way they conduct themselves in an interview, but it also helps your business to build good relationships with potential future talent.
It’s also incredibly important for your employer brand to receive feedback on your hiring process. Interviews will provide valuable insights on the candidate experience, helping you to improve where necessary.
To learn more about the importance the interview feedback, you can read the below article.
For more advice for hiring managers, take a look at our other blogs: Employer blog