Here are some tips for our clients, old & new, whether you’re considering recruitment for the first time or you’re a dab-hand at this and are seeking to bolster your team with some fresh talent.
This is all important, so be strict with this one as you’re about to increase costs and change the dynamic of your business. What’s the impact if you don’t hire? Can you commit the time to the recruitment process? Why do you need this person? Where will they fit into the team? Take stock and if you need to chew the fat then get in touch – we’re here to help you honestly and frankly.
Think about which skills could be trained, for a capable person to pick up. Consider how long you’ll need the skills for. One idea is to think about what you’d expect your new hire to achieve in their first three, six and twelve months with you. Include responsibilities that come with the role and what areas they will oversee etc and consult all other stakeholders in the process for a uniformed approach to this.
Sometimes it’s not until you see a few CVs or start interviewing that you know exactly what you want. It’s ok to rejig your job spec and elbow it out a little along the way as it is the blueprint for direction, but being flexible is all part of building something great. A good recruitment consultancy will offer advice on this and can help you decide what you want, so keep lines of communication open at all stages and share your thoughts with us so we can support you in finding the right solution.
Check over your team as your star candidate could well be there already. Recruiting for people with less experience can be a faster process, so if you have someone on the squad already who could step up for the role, consider them for the position and then hire their replacement instead.
Have you checked your own network? Your superstar could well be there already. It’s wise to be discreet though as talking turkey on salary, company culture and other team members could have an adverse effect on your relationship. If you want to approach someone and wish to keep things 100% professional, then you can always call upon us to speak with them on your behalf instead, averting any potential conflict. Just saying…
Protect and build upon your brand by treating everyone with the same professional courtesy that has helped build your business. Your website, newsletters and social media are great ways to advertise. Every applicant needs a response even if they aren’t what you’re looking for, so make sure someone has time to manage the applications. It can be damaging to your brand if candidates don’t hear back, even if negative news is to be given. Remember Pareto’s Law in this context; do something well and 20% of your audience will hear about it. Do something badly and 80% will know about it instead!
The best people in any industry are in demand and they often have a choice of potential employers, so it’s good to consider how to present your company and sell it correctly – why should they come and work for you? Consider your environment, the talent in your team, culture, projects, salary, holidays, benefits, location, brand, career progression – the whole shebang, then implement it at interview! A candidate impressing you is only half the story and it’s naïve to think that just as they’re there that they 100% wish to work for you – it’s not how it works anymore so wise up!
It will always be tempting to get everyone on the hunt for your superstar candidate, but using tonnes of recruiters can be counter-productive. A candidate should get that warm fuzzy feeling about your role and company, which won’t happen if it’s the third call about it from a recruiter that day. So many recruiters fail to understand a Company’s culture, wants and needs that they sell the role poorly, especially if they’re giving it a quick go knowing it’s out to other agencies. Imagine that for a moment. Using a recruitment partner exclusively means candidates are cherry-picked to receive the call and the recruiter has more skin in the game so will work as an unofficial PA machine to you and your business. That’s where the special feeling comes in.
With the top 30% of candidates hidden from the market as they are happy and looked after due to their in-demand skills, Mojo’s networks, our unique position to be the best shoulder to cry on and our ability to approach whomever we like in the market is all important to any recruitment process where you want the best people out there. An approach that compliments all other points covered here. Advertising and networking just doesn’t cut it on its own anymore and if you want to cover all bases then get in touch.
Specialist recruiters for the Industrial Control & Automation, Process & Instrumentation and Motion & Robotics industries.
<a href="mailto:info@mojo-automation.cominfo@mojo-automation.com
iwantthatjob@mojo-automation.com
We cover the UK, Europe, North America, Australia and New Zealand.
