Recruitment done right

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[cs_content][cs_section parallax=”false” separator_top_type=”none” separator_top_height=”50px” separator_top_angle_point=”50″ separator_bottom_type=”none” separator_bottom_height=”50px” separator_bottom_angle_point=”50″ style=”margin: 0px;padding: 0px;”][cs_row inner_container=”false” marginless_columns=”false” style=”margin: 0px auto;padding: 0px;”][cs_column fade=”false” fade_animation=”in” fade_animation_offset=”45px” fade_duration=”750″ type=”4/5″ style=”padding: 0px;”][cs_text]Having worked in recruitment for number of years I have supported a variety of recruiting managers and business owners in structuring their recruitment processes and developing their finance departments/teams.

Large consideration needs to be given at the start of the recruitment process to support individual career management, the development of the company’s employee engagement ethos and increasing staff retention throughout the business. The belief that all staff can be engaged in an inclusive organisational system can have a direct impact on productivity, motivation and in turn growth.

The key to a successful recruitment is the right hire from the start. It would incorporate a complimentary mix of abilities and attributes within a team, and an effective line manager to manage the continued engagement of employees.

A good checklist for effective recruitment would be as follows:-

  • Carefully review the team and skills within it, including how vacant/current roles may need to change
  • Provide a full job spec, benefits package and future prospects for the role in question as well as promoting the company’s image and future plans
  • Structure your interview and selection process within manageable timeframes including any assessments
  • Ask relevant questions which are competency based and help to assess the requirements you need for the vacancy that you are trying to fill
  • On acceptance of your job, organise a carefully planned and engaging introduction not only into the role but the organisation too. This will support new staff in becoming effective as soon as possible

Of course after completing a successful piece of recruitment within a team we have to place an equal amount of importance on employee engagement and retention. This can be challenging at times and requires leaders and managers alike to be consistent, understanding and objective in their approach. They will be responsible for creating a generic vision for the company, a solid internal ethos and culture, providing integrity and leadership from the start through effective communication and belief in what a great team of people can achieve together.

Employee engagement is a hot topic at the moment. It is centred around the empowerment of a person, rather than the control of their input, through a management/leadership style that plays to people’s strengths and looks to develop the skills an individual already possesses.

Although the level of engagement is the result of a co-existent and trusting relationship between the company and employee, it can be witnessed through someone’s attitude, co-operation and commitment to the role and company within which they work.

A few things to consider in achieving an engaged workforce: –

  • Solid managers or leaders who have a clear vision of how individuals can contribute to growth and success
  • Provide an empowering environment where individuals can feel valued and relied upon for their input and contributions
  • Demonstrate a central vision and core values that are implemented and worked within, this in turn will develop trust of management and overall integrity
  • Support open communication channels within which employees can feel they have a voice and can contribute their views

Of course a final piece of the jigsaw we all come across as managers is the retention of staff especially when you have trained or invested time in developing individuals who you view as valued members of your workforce.

Obviously the essential things will be evident in any company package such as salary, holiday entitlement and company pension. However, we can also offer extra perks that would add to the contentment of a company’s employees and can in turn reflect the company culture and how much they value their workers.

Below are just a few ideas that some companies have in place: –

  • Provide an appropriate benefits package that reflects your investment in their future – Life Insurance, Health Insurance and access to retirement planning
  • Bonus schemes that are individual or project driven but provide a sense of achievement
  • Continued appraisals and assessment to see how things are going, listen to employees’ thoughts and support their growth
  • Promote open communication between all levels of personnel, involve managers and encourage coaching of new skills or performance
  • Dress down Fridays, team outings, extra holiday incentives and birthday celebrations are also a fun way to demonstrate a friendly company

Recruitment can be costly and time-consuming to get wrong. But get the process right, and continue to engage your staff, and you’ll equip your business with the resources to flourish and grow.[/cs_text][/cs_column][cs_column fade=”false” fade_animation=”in” fade_animation_offset=”45px” fade_duration=”750″ type=”1/5″ style=”padding: 0px;”][x_image type=”none” src=”https://www.rebusrecruitment.co.uk/wp-content/uploads/2016/10/rachel-colour.-Editpng.png” alt=”” link=”false” href=”#” title=”” target=”” info=”none” info_place=”top” info_trigger=”hover” info_content=””][cs_text]Rebus Recruitment, Director, Rachel Mitson[/cs_text][/cs_column][/cs_row][/cs_section][/cs_content]

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