How to recruit a new employee

There are so many things to consider when you recruit a new employee – will they have all the skills you’re looking for, will they fit into the company culture, how much training will they need… the list is seemingly endless.

Sometimes you have to just jump in with both feet, otherwise you’ll never decide on who to choose. Even though you don’t want to rush and make the wrong decision, you also don’t want to prolong the process unnecessarily.

Here is a useful checklist for how to recruit a new employee:

  • Start by creating a clear job description and employee specification list. It always helps to know who you’re looking for before you begin! Also, having a defined set of criteria to select against will ensure you do not inadvertently discriminate against any applicant.
  • Write a clear and concise job advert and advertise as widely as possible – both internally and externally. If the role is highly specialised, it may be useful to employ the services of a specialist employment agency.
  • Ensure all applicants are aware of your equal opportunities policy. Never dismiss an applicant based on a discrimination such as age, gender, religion etc. All applicants must be treated equally.
  • Prepare your interview questions in advance, and decide on the interview procedure. Will there be more than one interview? Who will be the interviewer? If there is more than one interviewer, make sure you coordinate your questions beforehand.
  • During the interview, try to make the interviewee feel as comfortable as possible. Sometimes interviewees get so nervous during the process, they do not portray their true potential. Don’t lose out on a great employee just because you made the interview like an episode of The Apprentice!
  • During the interview, don’t pry too much into personal circumstances that may not be relevant to the position. Don’t ask any questions that may be perceived as discriminatory.
  • Make sure you take notes during interviews, and keep the notes for at least six months after the interviews. If you want to keep applicant’s details for potential future positions, you must ask their permission first.
  • Once you have decided on the right potential employee, make a formal written offer stating all relevant information and conditions for the position. Make offers ‘subject to contract’ and set a time limit for reply.
  • Once the applicant has accepted the position, ensure you are ready to give them a full induction into the company. Inductions help new employees to integrate quickly, and perform their new job with confidence. It’s also a good idea to ‘buddy up’ new employees with established employees so they can show them the ropes and help them with general issues.
  • Perform reviews for new employees to ensure they are fitting into the company without any problems. You should conduct a review after one week, one month, three months and six months.

Remember, it’s vital to ensure your HR documents are up-to-date with current employment law.┬áContact us now to discuss how we can help.