Happy New Year to you all!
January is typically the month of resolutions, new beginnings and self-reflection. For many people, the abundance of free time between Christmas and New Year often turns resolutions and re-evaluations of working life into reality, with the resulting application forms and CV’s winging their way to hopeful, and soon to be very busy Hiring Managers.
Unsurprisingly, as new hiring budgets and business plans come into play in January, it’s usually prime time for the recruitment/job boards, as well as head-hunters planting seeds of change into the minds of our top talent.
3 TOP TIPS FOR EMPLOYERS WHEN RECRUITING NEW STAFF
- Do you still need the role? Before advertising for a vacancy, stop and think about whether the role is still up to date, or even required? Having a vacant position could provide a great opportunity to revise the job description, delete the role completely from your structure, or carry out a re-organisation to re-align your business. Consider which of these needs addressing before progressing with any advertising.
- Internal recruitment/promotion: Advertising internally provides an opportunity for existing employees (who already hold intimate knowledge of the Company) to apply for the role. There may be individuals who have the right skillset or aptitude to develop in the role that the recruiting manager may not have considered. An added benefit of recruiting from within the organisation is the signal this sends to all employees that they could continue their career path within the Company rather than having to look elsewhere to progress.
- Structured induction plan: Research has shown that a high percentage of employees resign during the first 3 months in a new job due to a lack of onboarding. To counter this risk, make sure that you invest the time to develop a structured and engaging induction plan before your new employee starts. A good induction plan will prepare the employee for their new job and familiarise them with the company and will include meetings will all key staff to kickstart positive working relationships. It is also crucial to leave enough free timeslots in the plan for the employee to digest and reflect on all the new information they will be exposed to during this time, to avoid them feeling overwhelmed. Providing your employee with an induction ‘buddy’ is also a great way to help them feel engaged and looked after during this most vulnerable period, as well as giving them another person to ask questions, apart from their line manager.
There are clearly many more important factors to consider in recruitment, so should you need advice on a particular aspect, or assistance in setting up a recruitment campaign, we would be very happy to assist you.