Best Practice Recruitment

Best Practice Recruitment






Look inside

Everybody knows that recruiting employees for vacant job roles can be a time consuming and expensive process. In our sixth and final tip on improving your recruitment effectiveness we look at giving consideration to your current work force. Perhaps somebody who already works for you is ready for a job change and you could promote from within.

Even with recruitment ranking websites (the first being HireScores.com) making it much easier to hand pick the strongest and best recruitment consultants and agencies, it can still be an arduous process. Make every possible consideration before getting into - what can be - a complex external process. Are you absolutely certain there isn't someone who already works for you that could fill the vacant role? Not only could this option save you considerable time and money but it will also boost employee morale. If your workers know that you're prepared to look internally rather than to simply bring in a qualified outsider it can only boost their personal hopes and prospects for the future.

If after considering this option and perhaps even vetting certain employees, you come to the conclusion that it can't be done, you can make the recruitment process smoother by enlisting the help and advice of your current workers to find a suitable job candidate. They will have a different perspective on what sort of person would fit in and be best suited to do the job.

Even consider asking for employee referrals. Employing a friend, family member or contact of an existing employee may seem risky at first but having a direct connection to a job candidate on more than just a business level can be a great asset during, and even aid, the recruitment process.  Take care when employing referrals that you keep to the same standards and safeguards.  Just because a top performer of yours likes someone does not mean they will be a success.  Also take care with family members supervising or managing each other - this is fraught with risk.

Having a clear policy regarding internal promotions or recruitment is a sound strategy.  It tells employees what to expect.  It need not be long and detailed - just a couple of key points stating your intentions. 

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