For clients

Top Tips for Successful recruiting

Number One
Always include salary when advertising a role.

Why advertise the salary?

• It qualifies the applicants
• It shows you know what the role is worth and what you are looking for
• It shows you are a market leader and not a market follower waiting for someone else to set the rate
• It shows you are proud of the salary you are offering
• It increases the chance of your ad being read
• It shows you value each position enough to give consideration to its worth to your business

Salary can be expressed as a set amount or as a range.

The negative impact of omitting salary information was highlighted in recent research conducted independently by both Seek and Trade Me Jobs. Their research showed conclusively those roles without salary information were overlooked, less likely to be read and less likely to attract a response.

So overwhelming was the evidence that the market is demanding this information that Trade Me Jobs have made salary a compulsory field.

By using words like ‘market rate’, you run the risk of demonstrating that either you don’t know what the market is paying or you don’t know what level of experience you need. It may also look like you don’t value this position enough to give the salary adequate consideration.

You know what you want to pay for a role, now tell the market.

 

Number Two
When you write any advertising you want it to be read by many people. The best way to increase your readership is to write to one person. Make your advertising personal.

How do you do this?

• Always use personal ‘you’ instead of ‘the successful applicant’.
• Think about the reasons you work here. Then write down what you love about the culture in your team and business as a whole. What is great about your work environment? Why do you come here every day? These are the intangible benefits.

Research is showing us that these things are important when people are looking for a new role. Along with career development opportunities, the number one reason people go to work for any business is the people they will be working with. People reflect the culture and general work environment of any business.

Changing employers is a major decision. Like many decisions, accepting a new role is an emotional decision, driven by feelings and intangibles.

How can you attract the people you want?
Write ads that express emotion. This will not only increase the number of qualified applicants, it may also increase their commitment to your business.

One word of caution, be accurate with your descriptions. If it is not true don’t say it. People will soon see through any façade and your business will be the worse for it.
These emotional connections are in addition to the skills and qualifications requirements of the role.

Recruit using emotions, take the opportunity to promote your business.

Number Three
Never underestimate the true cost of employing the wrong person. There are the obvious costs, fees paid, time invested in recruiting  the person, their wages, and time spent on managing the problem. 

There is also a huge, harder to quantify, cost to the reputation of your business. Research currently lists the leading reason people leave their current employer is their perception of the management or lack thereof. If you have a person who turns out to be a poor fit, how you manage the situation influences your other staff and ultimately your business. It is a no win situation, because no matter what you do someone will consider it to be wrong. The only thing you can do is invest in the recruitment process, and utilise all tools available to you to maximize the chances of success.

Recruitment tools should always include:

• A vigorous and robust screening process
• At least two interviews
• A minimum of two detailed reference checks

They may also include psychometric testing, although a word of caution, psychometric testing can be manipulated so over reliance on this tool could lead to the wrong decision.

Hiring staff is not something you do every day. Your business may lack the skills and experience required for this most important process. This is where you could hire a professional recruitment company.

When you select your recruitment company look for one who can add
value to the process via their knowledge, experience and ability to
adapt their processes to match your requirements.

A recruitment company will become an extension of your business,
they will be promoting your business to potential employees. 
It is important to take the time to give them enough information
so they can tell the market why someone should work for you.

Don’t cut corners, Get professional help, Increase your successes.

Robyn's opinions are based on her many years of experience in the Legal recruitment industry.  Before your next legal recruit contact Hughes-Castell to make an appointment with Robyn to discuss your recruitment needs.  (04) 496 5212