Does sourcing the right talent for your business sometimes feel like an uphill task?
The time spent creating the perfect job description, sifting through endless CVs, days of interviews, and second interviews can be disappointing when no one seems to fit the bill.
At best, it’s frustrating and at worst, you make the wrong hire which is inevitably going to have consequences.
What can you do to change this?
When hiring struggles become frustrating, it’s time to go back to the basics and re-strategise.
Here’s how you can streamline your recruitment process to attract the perfect candidate for your growing business.
Celebrate your USPs
Each business is unique with its distinct ethos, strategies, and ways of working. Therefore, a generic job description borrowed from elsewhere will not work wonders for you.
You need a job description that highlights your unique charm and personality – one that will make your job advertisement stand out in the sea of similar roles.
So, roll up your sleeves and dive into the details – who are you as a business, what does the job entail, and who are you looking for?
Understand the job
It’s essential to understand the job role you’re advertising for.
Are you generalising to make the job sound more appealing? Are you adding unnecessary skills to ensure you’re acquiring top talent? This could deter well-suited candidates who are put off by skills or experience that they will likely never need.
When we work with new clients, our team will often spend time on the factory floor, so they can fully understand what sort of person is needed for the role.
Prioritise accuracy and honesty over …
Offer attractive wages and benefits
Deciding on the salary can be challenging. Too low, and you risk attracting inexperienced candidates. Too high, and you might overspend.
Some job descriptions don’t include the remuneration or list it as “competitive”. While you clearly want people who are motivated and passionate about what you do, it still needs to pay their bills. Don’t let it get to the interview stage before candidates find out the role can’t support their needs – it’s a waste of everyone’s time.
But what if you can’t afford a high salary? Will it put people off applying?
Glassdoor studies suggest that benefits play a significant role in a candidate’s decision-making process – in fact, 80% of people would choose more benefits of a pay rise.
So, think about offering flexible working hours, a 4-day week, or an attractive Employee Assistance Program too.
Balance soft and hard skills
When looking through CVs, the hard skills that a candidate brings to the table are vital. Do they have experience in a similar role, will they need to be trained to carry out vital tasks? Do they have knowledge in areas that could help them on less frequent tasks?
However, don’t let the process be a checklist of what they can or can’t do. Remember to look at it from the angle of who they are. Soft skills incorporate attributes that are less measurable, but equally important.
Do they seem to work better in a team or on their own? Are they a fast learner? Do they show a determination to achieve high standards?
A candidate’s suitability isn’t only about what they can do but also who they are.
Partner with a recruitment specialist
As we said earlier, recruitment is a significant undertaking. Why should you take time away from what you’re good at (your business) when instead you can get expert recruiters on the case?
At Qi Staff, we offer a personal service to our clients, working closely with them through onsite visits to understand who they are and who they need, handling the entire recruitment process from outlining a job description to landing the perfect hire.
To get started on your recruitment journey, get in touch with us either by emailing info@qistaff.co.uk or by calling us on 01745 369960
