Over the last couple of months, I have been supporting several clients with bringing new people into their businesses.
Now, I’m not a recruitment consultant (although I am privileged to count some amazingly talented recruiters as connections, associates and friends), I just love the buzz I get from helping clients find talented people that really ‘fit’ into their organisations.
In keeping with the Mosaic values, I always try to bring the human to the forefront in any recruitment project.
I am a firm believer that people work for people – not big brand names, or enormous pay packets (and they certainly don’t stay for them!).
All too often I hear recruitment referred to as a process, and for me that misses the point AND an opportunity.
‘Process’ feels clinical, something that a candidate might have to endure. However, if we recognise that great talent is rarely easy to find these days (if it ever was!) then for me, it follows that recruitment should be all about giving candidates a real life ‘experience’ of your business. In turn, you too can ‘experience’ elements of what the candidates can offer you, rather than just completing a box ticking exercise on a recruitment checklist.
So, how do you make the experience engaging?
Here are a few of my top tips to get you started:
1. Abilities, qualities, culture and environment
Really think about the abilities you need the person to have, along with the qualities to ensure they will fit within your team, culture and environment.
You can always teach the ability to do a job, what is less easy to teach is attitude.
Start with what is important to you and your team about how you do business. What does that look like in a new team member? For some, this will be a traditional written job description or role profile (but please be concise), for other industries or sectors you might want to experiment with accompanying illustrations or a video… or something completely different again!
2. Plan the experience that you want your candidates to receive
Make sure you show the candidates around your workplace so that they can get a feel for what it’s like to work for you and your organisation.
Get some of your team involved by giving tours and let the candidates ask questions (warts and all!) about what it’s like working for you.
3. Think about what sets you apart
However you find candidates, through an agency, direct advertising or word of mouth think about what sets you apart and how you can appeal to as wide a group of talent as possible.
For example, do you work from an amazing location? Could the role be a development opportunity for someone who has just finished studying? Do you offer flexible working? Could you sponsor the successful candidate through a professional accreditation?
4. Take the time to get to know your candidates
When it comes to assessing candidates through interviews, presentations, designing or completing a piece of work etc. make sure you take the time to get to know the person and for them to get to know you!
Ask questions and be curious about how each candidate approaches their work, their attitudes to success / failure and what motivates them - this is where you will find out if the candidates will fit with your culture and values.
As an added step, psychometric profiling tools can be really useful to help you gain a deeper insight into how a candidate goes about their business - but never use these in isolation, or without the support of a trained practitioner.
5. Keep in regular contact
Think about how you induct or onboard someone into your business. Make sure you keep in contact with them during their notice period; invite them to any social events you have planned, call them a week or so before they start to make sure they have everything they need for their first day, and send them an occasional email or text along the way.
For those who are unsuccessful, make sure you treat them with kindness and dignity – they might not be right for you now, but they could be in future. Please keep in mind that candidates will use websites like glassdoor and indeed to describe their experience for all to see - so set yourself up for success.
I hope you have found the information in this blog useful for creating a recruitment experience and opportunity, rather than just another business process.
If you would like to find out more about how Mosaic People can help you with your recruitment projects, or to discuss the psychometric profiling tools we offer, please get in touch for a free, no obligation initial consultation.
We have some very exciting news about our new recruitment partner services which are coming soon… So, please keep an eye on our website for further details as we launch!
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