Don’t tell anyone that we told you, but recruitment is pretty scary. And we aren’t talking about your candidates’ sweaty palms before an interview. Whether it’s the responsibility of HR, in-house recruitment teams or your partner agency, the whole process is challenging from start to finish. Because it is important to get it right.
And, when it goes wrong, it can go spectacularly wrong.
We have been looking at the biggest factors that can send your recruitment campaign spiralling out of control, and how you can manage them. Because, when it comes to getting it right, we know how to keep those recruitment demons at bay…
1. Too few candidates.
Here’s one that’s bound to get your heart racing. Is it me? Is it us? Was it something I said?
You put your job ad out with all the confidence in the world but nobody is ‘swiping right’ on your company. Gutted. Here’s where your arsenal of online recruitment tools come in. One of the biggest factors in recruiting the wrong person is that there simply wasn’t enough choice in the first place. So, cast your net wide but still set your campaign out in a targeted way from the start. Use our Campaign Builder to make sure you are communicating the right message to the right person at the right time. And then you can feel safe in the knowledge that your decision is an informed one, and not about picking the best of a bad bunch. That kind of relationship is never going to last.
2. Too many cooks.
Having everyone involved in every stage of the recruitment process may feel like the right way to go about things. And it would be, if everyone could agree about everyone they met. But too many subjective opinions too early on can confuse matters and send your tightly planned campaign way off track. Our advice? Ask yourself some precise questions and stick to them: who really counts in this process and at what stage? As specialists in the online recruitment process we can guide you through the entire process, vetting and filtering candidates as we go, so your team can work on a far more productive ‘need to know’ basis, saving everyone a lot of potential arguments. For us, it starts with getting under the skin of your existing company structure, so we ask the important questions first, saving you time and money in the long run.
3. References? What references?
The best of the best recruiters do not see references as a final ‘sign off’, they uncover and use information they get from referees to inform their decision. Too often recruitment processes play ‘tick box’ with this most useful and informative part of the process. That’s why we spend time investigating references and, crucially, asking the right questions. Because, if anyone knows, it’s the previous employers. And it’s not just about finding out whether your candidate was forthcoming on the brew round (although, obviously, that’s going to be part of it…)
4. Say what you want…
It might be crystal clear to you, but is that job description really worded correctly for the type of people you want to attract? Whether it is a new or existing role, taking the time to get all the information down in a structured and thought out way could be the difference between your dream candidate picking up the phone, or not. And, trust us, there’s a skill to it. Start by being as open as possible. The recruitment process should not be the test, leave that to the interview. Lay it all on the line and be transparent. The right candidates will thank you for it.
5. Past experience vs. future potential
How you analyse applicants based on their experience or what they could bring to your business can feel like a bit of a tightrope. Pay more for the old dog who may be reluctant to learn new tricks or invest in the young pup who hasn’t been tried and tested? This comes down to the person and there can be no hard and fast rules. Just go in with your eyes open and remember, if it feels right, it probably is.
For every job role, every business and every candidate the recruitment process can feel like a minefield. And mistakes can be costly. At Net Recruit our approach is built upon understanding your business and the potential pitfalls from the start. Then we create a campaign that helps you minimise the scary bits to ensure you arrive at the best results. So, stop hiding under the duvet. Let’s beat the recruitment monsters together.
Find out more by following us on twitter or checking out our easy to use Campaign Builder.
Being a HR Manager can be tough! Based on a recent survey of over 150 people, the infographic below helps to highlight some of the most common concerns keeping Human Resource Managers and Recruiters up at night. We hope that some of the stats may shock you enough to change your ways for the better.
It appears that the issue of a skills shortage in the UK workforce is not going away. Instead it is becoming an increasing concern for business owners and economists, who see a lack of skilled workers as one of the greatest threats to the country’s economic growth.
And not just that, a lack of skills in a workforce can lead to other employees picking up the slack, which creates all sorts of issues around motivation and morale.
Identifying the problem is easy, finding a solution is far more challenging.
So, what can we do about it?
A report by the UK Commision for Employment in Skills in December 2014 made five recommendations for action, putting the onus on employers to lead on skills development, with government support. The report highlighted the need for more quality ‘earning and learning’ routes, like apprenticeships, better management, better job design and increased employee engagement.
“Employers need online recruitment processes to be straightforward, streamlined and suitable for their business needs.”
But when it comes to recruitment it is important to understand what’s working, and what isn’t. Employers need online recruitment processes to be straightforward, streamlined and suitable for their business needs. That means not just aligning with business goals, but also demonstrating an impact on them.
At a time when hiring the right people is more important than ever, one size will not simply fit all.
It is crucial to have a plan from the start of any recruitment campaign, from how, where and when to search for candidates, to screening requirements, interview and offer processes. Without a clearly defined strategy, time-consuming and costly mistakes can be made. And, for small and medium sized businesses, the risk and reward of necessary growth vs. the challenges of recruitment can feel like an uphill struggle. For ambitious SMEs, finding the right people must sit at the top of the priority list and and, against a backdrop of a competitive and unskilled market, this can be a genuine worry for business owners.
The good news? The High Growth Small Business Report (2014) highlighted the value of Britain’s fastest growing smaller businesses, as critical to economic prosperity. Representing just 1% of UK businesses and only 3.4% of the total UK economy, these companies generated 36% of UK economic growth last year and created two in three new jobs (68%) between 2012 and 2013, totaling over 250,000 jobs across the UK.
So, if the power really is in your hands, how do we support the growth of SMEs?
Speaking to employers about the barriers to recruitment led to the development of the Campaign Builder: a simple way for employers to create their campaign and get a transparent upfront quote. Simply pick your requirements from the campaign planner list and we do the rest, removing the hassle and confusion around the process, the very things that can baffle new employers and slow down the search for the right candidate.
A combination of effective recruitment strategies, internal training and investment in ‘earning and learning’ will help to kickstart the skills shortage in the UK. But as employers and agencies, we all need to be on board. Identifying the right candidates against clearly defined job descriptions and supporting the workforce to increase productivity will be crucial. And ensuring that process is as simple and transparent as possible will make all the difference. It is certainly time for employers and agencies to work together to help plug the skills gap and take some joint responsibility for the country’s economic growth.
After all, there is no more important asset for any business, than its people.
There’s no getting around it, meetings are a necessary evil.
At one point or another we are all going to have to sit down around a table with our colleagues and talk shop. But the meeting for meeting’s sake has got to be one of the biggest drains on a business’ productivity. Far from information sharing, decision making, ideas development or planning, all too often meetings can become drawn out and unproductive. Not only is this frustrating, it can cost your business money.
So, if you look at your schedule on a Monday morning and wonder how on earth you’re ever going to get any actual work done, check out our top tips for making your meetings more productive.
1. Set an agenda
Make sure you know exactly what you need to achieve, and that everyone is briefed well in advance. If one person takes responsibility for the agenda, keeps it on track and stops the tangential rambling you are far more likely to realise the meeting objectives. Set a limit for each section, leaving time for questions. And be strict. Skipping an item on the agenda is fine, adding to it is not.
2. Implement the ‘two pizza’ rule.
Amazon CEO Jeff Bezos developed the ‘two pizza’ strategy for successful meetings. If you can’t feed a meeting on two pizzas you have too many people in the room. Unless you have one particularly greedy person, in which case you might need to order dough balls.
3. Abolish the Monday meeting
If the reason for the meeting is little more than ‘it’s Monday!’ the meeting itself makes little sense. The problem with most small businesses is that it is these ‘posting’ meetings that become ingrained into a company’s culture, adding little tangible value. Especially against a backdrop of the post-weekend inflated inbox. Get rid of the meeting. And get on with some work.
4. Stand and deliver
Stand-up meetings tend to be quicker and more productive. Melissa Dahl of New York Magazine recently found that stand-ups can reduce meeting times by 34%. Standing up tends to eliminate distractions, but can also work to empower each speaker. When standing you naturally command more attention and can be more expressive. Also, you just want to sit down. So it’s over quicker. You lazy bunch.
5. Enjoy a change of scene.
Richard Branson likes to hold his meetings in “innovative spaces”. Unless your business has its own version of Necker Island this may not always be possible. But you could leave your desk and head to a local park. See also Nilofer Merchant’s TED talk on walking meetings. As Branson says: “a change of scenery and a bit of fun does wonders for getting people thinking differently and loosening up!” And he’s done alright for himself.
6. Tweet to meet
In ‘Drinking From the Fire Hose’ Christopher Frank, Vice President of American Express, suggests a twitter-hack for defining business objectives. If every person cannot define their meeting objectives in 140 characters then they simply don’t know why they are there. And that should raise some alarm bells.
It is tough to implement any kind of internal or cultural change in a business. But redefining your meeting rules and protocols can have a real impact on productivity and morale. So, consider the next time you are sat around the boardroom whether you need to be there and what you are really going to achieve out of it. And make sure you order that pizza.
Got to go. Got a meeting.
Gathering employee feedback (be they past, future or present) can often be a difficult task, but the benefits can be very rewarding to a business and it’s objectives.
Conducting surveys can be a great way to provide employees and human resource specialists with a means to express their opinions, in return you’ll get valuable feedback that will help you make important business decisions toward improving your recruitment campaigns and internal management.
Luckily for you the hard work has already been done for you, as the clever guys at Survey Monkey have created a series of free Human Resource Survey Templates which can be used on a free account or if your require the additional benefits a pro account too.
Here’s a round up of the most useful HR Survey templates:
Job Satisfaction Survey Template
Give employees the chance to rate their work satisfaction in this quick and easy 14-question survey. Topics covered include stress levels, salary, and leadership.
Recruiting Satisfaction Survey Template
Gather one last bit of feedback from recent employees and interviewees about their experience during the recruitment process. A simple 10-question survey which focuses on recruiter responsiveness, professionalism, helpfulness, and friendliness.
Manager Effectiveness Survey Template
Give the chance for employees to evaluate their individual managers in this 17-question survey which focuses on availability, constructive feedback, training, decision-making skills, and much more.
Department Performance Template
Take a look at the departmental structure of the company with this 14-question survey which delves into department professionalism, conflict management, communication, and much more in this 14-question survey.
Employee Exit Template
Discover the reasons beyond an employee departure with this 21-question survey which asks about experiences with leadership, working environment, and team members.
A few things to remember
- Utilise Anonymity. If you want to gain the most insight, you’ll want to ensure employees that their feedback is completely safe.
- Follow the surveys up. When employees see that their opinions matter, they’ll be more likely to continue providing valuable feedback. Gather your employees together and give them a presentation to show what knowledge has been gained, and what’s being done with the survey results.
- Converse in Layman’s Terms. Avoid over using technical language and keep your employee survey questions light and casual otherwise participants may be reluctant to complete them.
As the old adage goes “A happy workforce is a productive workforce”, people who work for a company which supports them reciprocate with increased output, enthusiasm and devotiveness i.e. they go the extra mile. One way to increase staff morale is to provide them with employment benefits, often referred to as “perks of the job” these come in an variety of forms and help to ensure an individuals economic security, thus increasing happiness. So with that in mind here is a roundup of the most popular staff benefits which are commonly offered by employers…
Providing staff with insurance offers peace of mind and can help to increase their personal security. There are several types of insurance an employer can provide their staff with including health, dental and life. The business benefits of providing health insurance include include reduced sickness related absence, increased productivity and improved employee morale
Retirement Pension Funds
Employers can setup a trust fund which they contribute to and then when you retire the scheme will pay you a pension based on rules set out by the scheme. The rules may include: the number of years you’ve been a member of the scheme, your pensionable earnings i.e your salary at retirement and the proportion of those earnings you receive as a pension for each year of membership.
Providing employees with free or reduced price gym membership can help to make something regarded as a luxury by some people accesible and affordable. This also provides employers the benefit of promoting staff fitness and wellbeing, which is known to increase engagement and motivation.
Although some may detest otherwise everybody loves money, therefore, when a company sets up a profit sharing scheme it can help to a) attract and b) keep talented individuals. The concept is simple… a company will designate a percentage of their annual profits as a pool of money to share with employees. This pool of money is then divided amongst the employees using a set formula. Some individuals may decide to forget about this extra money and invest it further into stocks, bonds, savings accounts which could turn into a nice little nest egg one day. However, one thing to regard is that this type of benefit tends to work best in organisations where profit is the principal focus. And finally a bizarre example courtesy of google…
Yes you read that right Death Benefits! An article by Forbes.com highlights What Happens To Google Employees When They Die the article states “Should a U.S. Google employee pass away whilst under the employment of the search giant, their surviving spouse or domestic partner will receive a cheque for 50% of their salary every year for the next decade. There is no tenure requirement for this benefit, thus most of Google 34,000 employees qualify. In addition to this generosity, surviving spouses will also see all stocks vested immediately and any children will receive a $1,000 monthly payment from the company until they reach the age of 19 (or 23 if the child is a full-time student).
Nearly every company has some form of human resources management in place but not everyone knows about the talented individuals who put these important business operations into effect. This post is an attempt to uncover the skills required for the role of a human resources manager.
Human resources has existed since the times of The Ancient Chinese and is still present in some shape or form within every company in the world, in most cases through an internal department or in some cases it can be outsourced via an external service provider. The fact that it has stood the test of time is testament to just how important a process it really is within a successful company.
In order to be efficient at what they do human resources managers are required to possess a number of skills, including the following:
- Organisation – Candidates or colleagues may call up to request a C.V. or personnel file, therefore the ability to retrieve information on demand and quickly is an important skill. This can be achieved by ensuring that files and folders are organised effectively both tangible and digitally.
- Multi-tasking/Time Management – We all know ‘time is money’ and this is certainly true within the workplace. Few human resources managers spend their days focusing on one task and the ability to quickly and efficiently switch between tasks is a must have skill.
- Planning – From drafting the job spec to designing and placing a job advert right through to candidate vetting/interviewing a recruitment campaign can last for weeks if not months. Therefore, some form of plan must be created and adhered to in order for the whole process to run smoothly and without hitches.
- Communication – HR Managers need to have an approachable and friendly manner, continual contact will need to be kept with clients and candidates to keep them updated, therefore professional telephone and email skills are a valuable trait.
- Interviewing – Once applications start to arrive candidates will need to be interviewed. In some organisations it’s quite possible this task could fall under the responsibility of the HR manager, this could initially be a telephone interview or proceed straight to a face to face interview. The ability to gain a good understanding of the job role in question is an important skill required of a HR manager, this will ensure the right questions are asked in the interview and it will also help to access if the answers are appropriate.
In a future article we’ll be taking a deeper look into the actual role of a human resources manager, covering a typical day in the life. Watch this space…
A recent article written by the bbc reports that after only one day of a planned recruitment drive for the commonwealth games in Glasgow 2014, a staggering 10,000 people have volunteered themselves for positions. Organisers are looking for 15,000 in total but if the first day was anything to go buy they shouldn’t have many problems finding the extra 5,000!
Some of the roles available include welcoming athletes, helping out at the athletes’ village and at the games venues, there are also roles available for people with specialist skills, including medical staff, drivers and those with specific sports expertise.
In such times of austerity it’s great to see the enthusiasm being shown by the people of Glasgow and beyond to contribute for the greater good of the UK.
Whilst the rewards reaped by their colleagues in the banking industry recent may have been the subject of much speculation, its fair to say that if stats are anything to go by then the staff in the recruitment industry have certainly earnt their bonuses this year! Recent figures released by the office for national statistics indicate that the employment rate for those aged from 16 to 64 for July to September 2012 was 71.2 per cent, up 0.2 from April to June 2012. There were 29.58 million people in employment aged 16 and over, up 100,000 from April to June 2012. Looks like someone must of been doing something right hey?
The finding also highlighted the facts that the UK unemployment rate for July to September 2012 was 7.8% of the economically active population, down 0.2% from April to June 2012. In total there were 2.51 million unemployed people, down a whopping 49,000 from April to June 2012.
The inactivity rate for those aged from 16 to 64 for July to September 2012 was 22.6 per cent, down 0.1 from April to June 2012. There were 9.07 million economically inactive people aged from 16 to 64, down 25,000 from April to June 2012.
If only pay figures were in correlation with these figures, because between July to September 2011 and July to September 2012, total pay (including bonuses) rose by 1.8 per cent and regular pay (excluding bonuses) rose by 1.9 per cent.
Trying to find a job after leaving University is getting tougher and tougher as 1 in 5 graduates struggle to find a job. One of the most effective ways to gain employment is gaining some valuable industry experience.
Employers are finding that graduates who have taken a years industry placement have better employable skills compared to those who have spent a year travelling or those who have completed a straight degree course,
Business leaders are also increasingly favouring graduates who have completed a years industry placement over those who have no industry experience.
Placements allow you to get a step ahead on the graduate career ladder
Work placements are normally structured programmes or schemes where students spend an entire academic year working for an organisation as a full-time member of staff before returning to university for the final year.
This provides undergraduates with the opportunity to gain all-important work experience and employability skills before graduating. It can also give students a clearer idea about which career path to follow after university. These placements have a huge motivational effect on students and many companies view the placement as a year-long ‘interview’.
Many students make such an impression that they are offered a permanent job on graduation.
Graduates should seriously consider applying for placement opportunities to enhance their chances for future employment.