Management skills articles

Recruiting new staff can be a headache, whether it involves dealing with employment agencies, placing adverts or organising interviews. In this article we look at 7 top tips to help get all stages of the recruitment process right.

1. Be clear about the job description - what are the responsibilities of the role, what expectations do you have of the person filling it? Remember that a job title isn’t enough to describe the responsibilities. Even if the vacancy is for, say, a graphic designer, might you also expect them to take their turn at manning the reception desk?

2. As well as the job description, specify the kind of person you need to fill the vacancy. Bear in mind their soft skills and personal attributes that will fit best into your team. Square pegs in round holes are never comfortable.

3. Be aware of employment legislation. Various laws against discrimination exist, for example on religious beliefs, gender, disability and sexual orientation. Make sure that you don’t fall foul of these at any stage in your recruitment process. And remember, from October last year it became illegal to discriminate on grounds of age.

4. An interview is a two-way process. Some interviewers try to sell the vacancy, and paint an unrealistic picture of what the job will be like. Be honest about your company, the role and your expectations. there should be no nasty surprises for a new start.

5. At interview, keep notes of the points that influence your decision. If unfortunately there are any problems, tribunals often take into account the specific reasons why someone was accepted (or rejected) for a role. If you have no evidence that shows how you reached an objective, measured decision, you may be on sticky ground.

6. The smaller the company, the bigger the impact of making the wrong recruitment decision - you can’t “hide” mistakes. Think not just about whether the candidate can do the job, but also in terms of how the candidate will contribute to the team, and complement the skills and attributes of other staff.

7. Friends, employees and acquaintances can be a good source of candidates, but don’t feel under any obligation to hire the people they recommend. Make sure you get the RIGHT person for the job.