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recruitment toolkit
Finding the ideal candidate for a role rarely happens by accident. There are tried and tested processes that will help to structure your recruitment that will help to attract applicants with the skills and attributes you are looking for.
At New Staff Solutions we will handle much of this on your behalf, however we have included some information below which will help with your recruitment practices and could improve your overall recruitment and retention.
Job descriptions
It is important to have a job description for the role that clearly defines the duties, responsibilities and accountabilities of the position. This will be important not only in recruiting the right candidate but also in managing performance.
Job descriptions help to:
- clarify selection criteria
- appropriately assign titles and pay levels
- establish performance requirements
- outline training requirements for new employees
It is important to be realistic in the job description about the qualifications you require, along with skills and experience. For example, don't list a degree as an essential requirement if it will disbar potentially suitable applicants withgood skills and experience from applying.
Screening and preliminary interviewing
Our recruitment consultants will handle all of the screening of applicants – this involves matching the candidates to the selection criteria and undertaking preliminary interviews to assess their suitability. They will also undertake reference checks to validate the application. This helps us to provide you with a shortlist of suitable candidates to make your final selection.
more detail on the recruitment process
Interviewing tips
The most important step in the recruitment process is the interview. Here business owners, HR managers and selected staff interviewers have a chance to meet one-on-one with the candidate, assess their ability to perform the duties described, as well as their 'fit' with the organisation.
Listed below are some typical interview questions that will help gain a sense of a candidate.
- Why are you interested in a position with our organisation?
- Why have you chosen this particular field?
- What interests you the most and least in a job?
- What are your strengths in relation to the vacancy requirements?
- What areas of your skills and behaviours are you working on to improve?
- Give an example of a time when you showed initiative or leadership.
- What achievements can you share that demonstrate abilities relating to the job vacancy?
- How did you prepare for this interview?
Employment offer
Once the preferred candidate is selected, the position can be offered verbally, by letter or via email. In most cases our recruiters will broker the offer and feedback acceptance on both sides. Once a verbal agreement is reached then the client (employer) should issue a formal offer in writing, and an employment contract should be drawn up and signed by both parties.
Providing feedback to all candidates
It is important to provide feedback to all unsuccessful candidates to maintain your organisation's profile as a 'preferred employer' in the marketplace. New Staff Solutions will handle all feedback on your behalf saving you the discomfort of communicating the disappointing news.
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