Published on July 1st, 2012 | by Amy Edwards0
Top 5 recruitment considerations for employers
By Amy @BubbleJobs
When the time comes to recruit for a new employee, it can be hard to know where to begin. OK, so you know you need to come up with a job spec to form an ad but that’s often easier said than done, particularly if you’ve never recruited for this kind of role before.
There are so many things to consider that putting an initial job spec together is often the trickiest part of the whole recruitment process. It goes without saying that the job spec is going to affect the kind of candidates you attract and ultimately the way your business is going to be shaped in the future so it’s important to get it right! Here are some things you might want to consider when piecing together a job spec.
1. Is the role part-time or full-time? When the time comes to recruit it can be easy to just assume that the role in question is full-time but you might want to consider taking someone on on a part-time basis instead. In terms of productivity, there’s not much difference between working three days a week and five days a week (especially when you take out lazy Monday mornings and Friday afternoons!) but there’s is a big difference when it comes to salary… and really how much do you want to squeeze your recruitment budget by this year?!
2. What kind of contract can you offer? In terms of attractiveness, a permanent contract is obviously the most desirable option out there for any candidate but if this is something you just can’t offer then don’t advertise it! You need to have a good think about what kind and length of contract you can offer and go from there. If you’re only taking someone on to deal with a new raft of work that will only last a few months then be sure to advertise it as a temporary position – you don’t want to have to make people redundant if you can’t continue to employ them!
3. Could a graduate do the job in question? When you’re thinking about the skills and experience required for the job in question, you might want to ask yourself whether a graduate could do the job with a little bit of in-house training. Graduates can be great additions to any company thanks to their raw skills and enthusiasm and because they’re fairly new to the jobs market, they’re normally still quite keen to learn – oh, and did we mention that because you’re taking them on in a ‘junior’ role, you can sometimes get away with paying them a little bit less?!
4. Are you going to include psychometric testing or screening questions? Although psychometric testing and screening questions can complicate the recruitment process, they can prove to be invaluable when it comes to ensuring you’re employing the right candidate for the job. From testing aptitude and ability to ensuring the candidates are qualified for the role in question, screening questions and/or psychometric testing are fast becoming an essential part of the recruitment process.
5. Where are you going to recruit? The last thing you need to think about when recruiting is where you’re going to place the ad and what recruitment methods you’re going to use. From using niche job boards (like Bubble) to employing recruitment agencies and recruiting direct, there are lots of things to consider that will ultimately have a direct impact on how you put the job ad and spec together. Try to ensure you’ve covered all the bases in terms of your industry to make sure you only attract the best and most suitable candidates.