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Top tips for successful
recruitment & selection
Analyse the job
Bin the old spec,Talk to outgoing staff,
Start from scratch, Wrong spec = wrong person = major cost
Plan the workforce
What needs to be done and when, what is the workflow, How do we get from A to B to C, who is involved.
Create person spec
What qualities are needed to do the job
effectively, communication,
presentation, education etc
Create job description
Group the responsibilities into a natural order, include measures, timescales,
salary
Prepare, prepare, prepare...
Advertise fairly
Refer to the person specification, make it
clear, promote diversity, avoid ‘young,
dynamic, energetic’
Advertise Widely
Consider what the people you need read, watch and browse. Is
it a specialist or general role?
Easy to apply
CV or application form, open day,
employee referral, one named contact,
include salary, benefits & culture
Web vs Newspaper
On-line is better for applicant tracking, ease of application, reach is global, shelf
life is longer
Attract the right people
TRUST
A Ensure candidates know what needs to be illustrated on application.
C Shortlist as a team of 3 HR, General Manager, & recruiting dept Manager to reduce errors and/or discrimination
E Invite to interview outlining how assessment will be run.
B Inform candidates that proof of identity and right to work are essentials to be checked.
D Apply criteria evenly without ambiguity
PROFESSIONAL KNOWLEDGEQUALITYTRANSPARENCY
Be consistent when short-listing
People involved Short-listing team involved in all interviews, equal role for each person, use a competency based framework.
Place of interviewConsider room layout and how the interview will run, each persons role, what/who does the candidate see from arrival?
Questions & AnswersFollow set questions for all interviewees. Take notes throughout and score each performance soon afterwards
Avoid Halo & HornsDo not fall into the trap of scoring on the basis of who you liked or disliked. Keep referring to the specs
Interview each person exactly the same way
Making the offer, what to include in the letter and why.
Understand financial value of the job
Ensures clarity on time commitment expected
Focuses on security and the longer term
Allows the person to start visualising the transition
Financial elements
•Basic Salary
•Pension
•Bonus/Overtime
Work elements
•Core hours
•Working week
•Holiday entitlement
Benefits
•Life/Health Insurance
•Parking/Canteen
•Study support/CPD
Culture
•Invite to meet the team
•Company newsletter
•Welcome note from MD
COMPANY PRESENTATION
1 – Eligibility to work
2 – Identity
3 – Qualifications required
4 – Work history
5 – Reference’s
Checks before commencement
CHARACTERISTICS OF ABACUS
EXPERIENCE
SCOPE
QUALITY
RELATIONSHIP
RESULTS
AWARDS
16 to date:
Business Customer
Service
Consultants
Audits
IIP
Established 2003
60+ yrs specialist
Local market intel
Qualified Staff
Client-driven
High-profile contracts
High-volume
Ad-hoc Contingency
Performance
KPI Ratios
CVs
IV Prep
Aftercare
CRM
Delivery
Client-focused
Employer Branding
Multi-sector
NI and beyond
Profesisonal and Support
Multi-national & indigenous
SMEs
WORKING WITH YOU
Contact Points
Contact People
Justin Rush – Business Director
Alan Braithwaite – Business Director
+44 (0) 2890 313157
www.abacus.jobs
www.twitter.com/abacusjobs
