Is recruitment all about the candidate? Does finding the perfect role depend solely on as the job seeker? As we all know, publishing is a highly competitive industry so understandably it is essential to stand out from the crowd. But what about the employer?
Jo Howard from Mosaic Search and Select and Mary Elliot from Fox Williams put an interesting spin on recruitment at the IPG Conference in February, and highlighted the importance of how employers should go about attracting and retaining their candidates and employees.
Although it is crucial when applying for a role to make sure you have the relevant skills, a strong CV/cover letter, and knowledge of the company, we were reminded that it’s not just the candidate that needs to get the recruitment process right.
A huge amount of responsibility lies with the employer to make sure that they are setting the right expectations, offering fair opportunities, asking the right questions and preparing the candidate for success.
I’ve rounded up some key points from Jo and Mary. Job seekers, make sure you keep an eye out when considering your future role and employer!
What is the job? Before advertising, it is important that hiring managers ask themselves exactly what they are expecting from the role. What does the work load look like? What are the day to day tasks? Adding in unnecessary tasks or missing out essential responsibilities should be avoided.
Being realistic. Ask yourself, do the requirements match the role? Does the candidate really need three, five or 10 years’ experience in the role? Is a degree indispensable? Are there important skills that the candidate must have? It is important to make it clear if a requirement is essential or just nice to have.
The job spec
Is it intersting? The job spec can be used as a marketing document for your company and your team. It is an opportunity to make people want to work for you. There is a lot of competition out there, candidates will follow the job spec that excites them the most.
Friend of a friend
Look at your network. This is important both for candidates and employers. When finding the perfect person for the job, think about who you know and who might know someone else. A huge percentage of people today are able to get a job through connections.
The questions. Employers need to ensure that questions are standardised and that all personal information is detached to avoid discrimination. No questions should be directly asked around age, ethnicity, gender, health or family. Probing questions should be asked in order to understand how the candidate thinks and if they understand the role/company. This should also give the interviewee an opportunity to understand if they feel like a good fit for the role and company. There should be at least two interviews and it’s a good idea to get the team involved in the process. An important question to ask yourself is if you trust the person, a gut feeling will probably give a good indication of this, so follow it.
Candidates should feel driven by a role. Employers need to give people a reason to be motivated by the offering. It should be demonstrated how the role will be rewarding, what the responsibilities will be and where there is opportunity to grow. Also, generosity! If budget is available don’t just match the candidate’s salary, make them feel valued.
Prepare! Everything that is needed should be ready before the first day to ensure a warm welcomed to the company. A good first impression makes all the difference, new comers should be made to feel part of the team and set up for success.