In 2022 job vacancies in the UK have been at a record high with 1.3 million vacancies in May alone – the highest figure yet!
Recruitment can be a difficult process, so to help companies find the most suitable candidates, Reassured spoke to Ami Jones, director of HR Services at aible.
Together, they have collected 8 top tips to find the ideal new employee, including the importance of describing the role clearly and not only focusing on a candidate’s skills.
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Clarify what is to be expected from the role you are advertising
To attract the right applicants for the role, it is important to be clear on the requirements and duties. If a job description is not straightforward, applicants may avoid putting themselves forward for the role as they may not feel fully qualified or may even assume the job is not challenging enough. Ensure to be clear on the role’s core duties, the qualification requirements, and the level of experience needed, so applicants can place the role in the company’s hierarchy.
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Pay extra detail when explaining what to expect when starting at your company
New starters will want to find out as much as possible, not only about the role but also about the company and its culture. Do not be shy when communicating this, as applicants will be keen to visualise what to expect when starting the role. Be vigorous when talking about the company culture, reward package, and, again, what to expect of the role.
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Scope out competitor’s salaries and offers
The salary could potentially make or break a candidate’s decision to apply for a role. Looking at what competitors offer for a similar role can help you distinguish if the salary and perks you offer are competitive and interesting to job seekers. If your salary offerings are not as high as others, then ensure to make a point of the other interesting perks your company may offer, such as flexible hours, hybrid working, private healthcare, or life insurance cover.
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Using the right platforms to advertise the role
With jobs advertised in an abundance of places, like job portals, through recruiting agencies, and even on social media, it can be difficult for job seekers to find the right spot to look for their dream job. Therefore, it’s important that businesses that are on the lookout for new employees find the most appropriate channel to advertise their roles.
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Organise a professional recruitment process
A candidate can quickly tell when a recruitment process seems disorganised, so it is vital that a clear process is set out. You may plan to have a first and second interview stage or even a task to give a candidate the chance to show their competence – this is important to communicate to applicants when responding to their application.
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Interview preparation is key
Preparing for an interview is not only expected from the applicant but is also a sign of professionalism if the interviewer does the same. A range of well-worded and unique questions can often be a big help to bring out some hidden talent and skills in the candidate.
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Create a welcoming interview atmosphere
As nerve-wracking as interviews can be, by being friendly and welcoming from the start the interviewer can take a lot of pressure off the candidate. Helping the interviewee to relax will bring out their full potential and help you to assess their skills.
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Candidates can contribute more than their job skills
When interviewing often the focus will be on a candidate’s skill set, which, of course, is an important part. However, interpersonal skills are just as important – if not even more! A person will need to fit in with the team, reflect the company values and represent the company in a way that lives up to their values. If someone shows the right attitude and is willing to learn, it can sometimes even be more suited to upskill the candidate with the right mindset, than changing someone’s attitude!
A spokesperson from Reassured comments on the research: “Recruitment can be a lengthy process but don’t be discouraged if it takes longer than you hoped for! With the help of Ami’s tips, we hope that you’ll find the right candidates in no time. Nowadays companies often offer an extended list of perks, which will also encourage more candidates to apply. One of these perks could be income protection cover, which can help support employees in case they’re ever unable to work – although we’d hope for this to never be the case it is best to come prepared!”
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
