Recruiting new office staff needn’t be time consuming and stressful; just follow our top tips for finding the perfect candidate…
1. Look around you before you look elsewhere
Before you embark on your recruitment mission don’t forget to assess the talent you already have working within the company. Are there any current employees who might fit the bill? If an employee is retiring, it’s likely that you will be approached by the person’s subordinates about a promotion. But if you are taking on someone new due to increasing workloads or a new project, it might not immediately spring to mind to ask current staff if they fancy a change. Having an internal shift-around can be good for morale; allowing employees a change from repetitive working patterns and also making their efforts feel appreciated.
2. Follow your head and your heart
It’s difficult to remain emotionally detached when recruiting a new member of the team; you might really like an applicant who is completely unsuitable for the role, or not warm to someone who on paper is perfect. But it’s important not to completely switch off the logical or emotional side of your brain: you need to have both your head and your heart engaged to recruit the right person. Think about how they will fit in with the team and whether or not they are likeable and easy to work with – as well as whether they demonstrate the relevant skills for the role. Introducing the candidate to colleagues, or inviting colleagues to sit on the interview panel is one way of gauging their opinions.
3. Be clear about the role
Make sure the job description is as accurate as possible before you advertise it. This can be difficult if you are creating a completely new role, because you may not know the full list of duties yet – but it’s important to be clear to candidates that new duties may be added to their responsibilities as they arise. If you’re filling an existing role it’s still a good idea to check the job specification for anything that is no longer relevant and needs removing, or likewise if anything needs to be added. The best way to do this is run through it with the person who is currently in the role before they leave. This will help minimise any “that’s not in my remit” conflicts further down the line.
4. Ask the experts
There is no quick way to recruit new staff – sometimes the best option is to call in the experts. Recruiters can take the headache out of trawling through applications and will instead compile a short-list of suitable candidates for you to assess. If you are a bit of a control freak when it comes to recruitment though, you may just have to bite the bullet and accept that it is going to take some time to find ‘the one’ yourself.