Posts tagged “Recruitment”

I often hear business owners say that maternity leave would be a nightmare for their business, and that women with children are unreliable. I hear it so often that I frequently ask myself what has been achieved by over 40 years of sex discrimination legislation. 
 
Let me tell you about some people I know. 
Imagine spending hours completing a job application, researching the organisation, carrying out a lengthy pre-interview questionnaire, preparing for interview, travelling to and attending the interview. 
 
Consider, after all that effort, commitment, anxiety, and time, how agonising the wait must be to find out if you were successful or not. 
A couple of job adverts caught my eye last week. 
 
The first one was looking for someone who could work 12+ hours, but had to be flexible across the organisation's entire opening hours. That was 15 hours a day, 7 days a week. Quite a proposition! 
Do you remember how it felt the last time you started a new job in a new organisation? 
 
When I think of my “first days” working for new employers, my overriding memories are of how odd everything seemed. 
 
Of being bombarded with policies, paperwork and people. Overwhelmed with information, but little idea how it joined together or why it was relevant. Meetings. Way too many meetings, but often no idea why they were relevant or whether these people would ever be seen again. 
Recruitment is a two-way process. It’s not just about finding the right candidate, but also about persuading them that they should want to come and work for you. 
 
We are all motivated by different things. Most people would agree that salary and benefits should be competitive, but jobs are about more than just money. Here are five areas that will really matter to some recruits. Are you clear what you have to offer? 
For most small businesses, it’s a potential nightmare. You spend months trying to find the right person and then within a matter of weeks comes the dawning realisation that this appointment isn’t going to work. Somehow, the person who was most qualified for the job on paper, and who gave the most convincing interview, just doesn’t make the grade in the job itself. 
 
How can this happen? 
 
There is a simple answer. Most recruitment activity focuses too much time and energy on the wrong things. 
This is the second post in a series about recruitment, and the issues you need to consider before and during the recruitment process. Part one, in which we looked at whether you really need to recruit, can be found here. 
 
Now you have decided that employing a new member of staff is the best solution for your organisation, you need to think carefully about who you are looking for, and where you will find them. 
Recruitment is time-consuming, expensive, and risky. Hours of selection activity may result in no suitable applicants, or worse, a recruit who doesn’t stay, or the nightmare of a toxic recruit who causes damage to your business before you can terminate their employment. The CIPD estimates the average cost of recruiting the wrong candidate at £8,200 for a non-manager. 
How much have jobs in your organisation changed over the past 5 years? 
 
Think about it for a minute or two – are your working practices the same as they were 5 years ago? Do you have the same number of people doing the same type of jobs? Are you working with the same customers? And do they behave in the same way they did 5 years ago? Are you still using the same technology? 
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