10 things every employer
should consider when recruiting

In our latest guest blog, Directors David and Cheryl of Bowen Eldridge, one of this year’s Wales HR Awards sponsors, share their top recruitment tips.

The employment market is booming! Recent statistics from the Department of Work and Pensions show that the employment rate at its highest at 74.6% since records first began in 1971.

As a “candidate driven” market, it is incredibly competitive for employers to secure the candidates and talent they need. So what tips can you use when recruiting?

  1. Why are you recruiting?

    There are good vacancies and bad vacancies. Good vacancies are due to promotions, newly created positions due to workload / business growth. A bad vacancy is a replacement where someone has left your business. As always, prevention is better than the cure; get to understand why people are leaving your organisation and make changes where necessary.

  2. Shorten the timescales.

    Have clear deadlines at the outset. Here at Bowen Eldridge, we would recommend a timeframe of one month from making a vacancy live, interviewing and making an offer, if not sooner. Anything longer can lead to disappointment because desirable candidates are likely to be off the market.

  3. Keep it simple.

    Don’t overcomplicate the recruitment process, tailor the journey to suit the destination. Some positions may require additional testing whilst others do not. Not all roles will require a second interview - don’t use the same approach for all positions, remember to mix it up!

  4. Be decisive.

    If you see someone you like and think fits the requirements of the role, move on that candidate…quickly. If you want to wait to “benchmark” a preferred candidate with further interviews and delay, you’ll probably find yourself back at square one.

  5. Skills can be taught.

    You may find it difficult to find someone who has exactly matching technical experience. In this case, look at candidate “behaviours” to see if their traits are capable of matching your company’s culture. Skills can be taught, attitude is innate.

  6. Invest in the future.

    There are plentiful apprenticeship schemes available that can secure the future of your business, follow through with ideals. This in turn develops a sense of loyalty

  7. It’s not all about salary.

    Of course, salary is an important factor for candidates, however, it is often not the primary deciding factor. Look at other benefits like working hours, flexibility, environment, company culture, career progression and additional intangible benefits when determining job descriptions.

  8. Be disruptive.

    Do you need someone with industry experience? If you have your blinkers on, it may mean you’re blocking off a huge talent pool of perfectly adept candidates who, in all likelihood, will help to bring fresh ideas and give your business the competitive edge and a new outlook.

  9. YOU’RE being interviewed.

    In such a buoyant market candidates are going to want to know why they should choose your organisation. It is a two-way street so ensure you’re honest, neutral and of course, always give the best impression of your organisation.

  10. Give feedback.

    With the rise of social media platforms, everyone has a voice so be sure to give feedback to candidates who have not been successful. It only takes on post / tweet / dislike / thumbs down to put some candidates off applying to your company.

Employers who secure the talent they desire are often the businesses who stick to the above guidelines.

Share This

Written by - David Bowen & Cheryl Eldridge

Date - 20/02/2017