Recruiting: Done Right
Recruitment should not be reactive. Instead, follow a process to increase your probability of getting the best candidate who’ll bring success to your business.
It’s imperative to prepare recruitment documentation from the outset, including the job description and personal attributes that will thrive well in your office environment. When you write them, think about elements such as the daily tasks, essential skills and credentials, and administrative matters such as salary and estimated working hours (depending on the industry).
Make your job posting or advertisement precise
Base the job advertisement on the job description and personal specifications. Give enough information about the job so that applicants can decide whether they would be the right candidate that could meet and exceed your specifications.
To increase your advertisements chances of success, place it on at least two different platforms—almost certainly websites—so enough people will view it. When and where you advertise resides is an important decision to make when targeting the appropriate audience. LinkedIn is a great platform to start but there are a variety that you can place your job postings on.
Job advertisements should not encompass any biased language, such as “youthful” or “mature”, or “waitress” rather than “waiting staff.” Job applicants are protected by Ontario Human Rights Commission, so they could claim their failure to land the job was due to discrimination.
Make reasonable modifications
You must make reasonable modifications to remove any disadvantages facing disabled candidates during recruitment, so it’s a good idea to write a line in the job description that guides the applicants to make you aware if they need any (such as removing physical barriers before the interview) additional assistance for the hiring process.
Depending on how rigorous the process is, other modifications may include incorporating longer application forms to submit or asking the candidates to take personality testing.
Interview and selection
Interviews are a way to compare the applicant against both the role and the other candidates. You must use a consistent interviewing method and ask each applicant the same questions. There should be at least two interviewers to ensure there are no claims of bias or unfairness.
Once the interview process is over, the interviewers can rate the candidates to see who came out on top. Select the best applicant for the role and send an offer letter. It’s good practice to send a pending letter to the second best candidate to ensure they’re available if the ideal candidate doesn’t accept.
Don’t stop there
The start of employment is, perhaps, the most vital stage in the staffing process. It’s when your new employee gets the first impression of your business.
Good or bad, this impression can affect the employee’s decision about whether they want to continue working for you. It can even affect their future progress, so don’t underestimate it.
There are ways you can manage this. Consider putting in place an orientation plan, teaming your new starter up with a ‘buddy’, and offering training as soon as possible.
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