Finding attracting motivated applicants and qualified candidates in a cost-effective and timely manner is the dream scenario for any company looking to acquire new talent.

Sadly, ticking all of those boxes in one fell swoop is far more difficult than it seems on paper. Luckily, help is at hand and it comes to you right here, courtesy of those in the know!

 

best recruitment process

 

How to Achieve the Best Recruitment Process

To help you navigate the road to recruitment without any unnecessary detours, we've put together a list of helpful hints and tips to allow you to achieve the best recruitment process possible.

 

Identify Your Needs

Knowing what want is the key to achieving it, so it's important to have a good idea of what you're looking for before you get started.

Outside of the title your recruiting for, think what the role and responsibilities will entail – your ideal candidate will need to have these in droves.

Next, think about what additional qualities you would like your new acquisition to possess, along with any other ideal attributes.

The old adage of "if you don't ask, you don't get" rings true in recruitment and a structured person spec with essentials and desirables will help you bag the perfect applicant.

 

Advertising Route

There are a wide variety of avenues to go down when it comes to marketing your job vacancy, each with their own pros and cons, so it's worth considering which ways you want to explore.

Advertising your vacancy internally is going to be excellent in terms of time and money spent; however, it naturally excludes the world outside your office walls.

Meanwhile, some recruiters may favour sites like LinkedIn and Facebook, as their chosen method of job marketing. While this may seem logical in today's culture of social media, it doesn't always reach the chosen demo of those actively seeking employment.

Perhaps the best route is the most obvious: hitting the online job boards. Job sites are purpose-built to cater for job seekers and have a ready-made audience waiting for vacancies just like yours to crop up.

Similarly, if your job targets a specialism, you may want to approach an agency that caters specifically for that market of skilled professionals, much like HRS caters heavily to scientists and those within the industry of science.

 

Clear Criteria

When it comes to sifting through the applications, a tall stack of CVs can be a daunting task that's just as time-consuming.

In order to streamline what could be a lengthy process, go back to your initial job ad and remind yourself exactly what and who you are looking for.

Breezing by the person spec to remind yourself will give you a clear idea of the skills and experience your ideal applicant should possess.

Keep your checklist of criteria fresh in mind when going through the CVs to help you efficiently whittle down the field and arrive at your final shortlist of candidates.

 

Prepare for Interview

Just as you would expect a candidate to come to the interview fully-prepared, you too should take the very same approach.

An unprepared interview with very little direction achieves nothing for anyone and can create a bad first impression of your company to the interviewee. Have a solid idea of how you want the interview to progress with key questions and topics in mind.

Similarly, ensure all attendees are on the same page and clued up on what's what. Hauling an unprepped colleague into the meeting room last minute is a waste of everyone's time and can come back to haunt you.

Remember, the recruitment process works both ways. If the candidate doesn't feel your company is the right fit for them, they may not want to pursue the vacancy further even if they are offered the job.

 

For more recruitment advice and tips on achieving an efficient recruitment process, why not drop us a line today? Call now on 0203 225 5120 to speak with one our specialists or get in touch online using the button below.

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When recruiting for new additions to your team, it goes without saying that you will want to attract the most skilled, qualified and professional candidates available.

As such, knowing exactly how to engage such a specialist group of applicants should be a top priority. A simple ad in the local paper won't cut it.

Luckily, this blog is chock full of tips to help you shine a spotlight on your vacancy and leave top candidates fighting over your role like hungry dogs over a juicy steak.

 

 

How to Attract Talented Employees

Anne Mulcahy famously once said that "employees are a company's greatest asset" and it's hard to argue that statement.

Quality staff naturally lead to quality performance, ultimately resulting in a successful business. Follow these key steps to make your recruitment process more attractive to top talent.

 

Clarity

While it's important to depict the role as an attractive proposition, it's also important to be open and honest about the position you're advertising, including salary. Don't lose sight of what the role actually is in pursuit of glossing it up with bells and whistles.

Additionally, this is not only a great opportunity to provide details of the role itself, but also the opportunities that come with it. Don't pass up the opportunity to highlight the perks of the role and benefits of working at your company.

Top applicants typically place great value in career progression so be sure to clearly divulge details of potential career path for driven employees. Highlight the development prospects and potential for professional growth to pique the interest of ambitious candidates.

 

Flexibility

Life in the 21st century is arguably more fast-paced than ever, which has made balancing home life and professional life a never-ending tight-rope walk. As such, emphasising flexibility is vital when it comes to attracting talent.

Traditional offices are becoming less of a tradition in favour of a schedule that offers a better work/life balance. Logically, a stringent 9-5 policy with little leeway will lose out every time to a similar position elsewhere offering flexi-time or work from home options.

Remember that talented applicants aren't ten a penny and should be treated as a valuable commodity. One of the best ways to make them feel appreciated is to give back and offer them something more than the next role they come across.

 

Targeting

The greatest advert in the world is no good if it's placed where nobody can see it. As such, knowing where to place your ad is just as important as the content of the ad itself.

Top science professionals gravitate towards HRS for our specialist knowledge of the industry and specificity of the roles we offer. Identify your target demographic and find out which sites talented professionals in your sphere use for their job search.

During your research, take time to see what the competition is offering in terms of perks to stay one step ahead of the game. Respected companies are heralded for a reason so don't be afraid to take the lead from those with a track record of quality candidates.

Industry networking events are a goldmine for industry-specific talent, so it may be worth having your brand represented at such an event. This can highlight top candidates in a setting that quite literally puts them all in one place for you.

 

Transience

Job listings that feature an extensive application period before the closing date can be a double-edged sword. While it theoretically allows for a greater number of candidates and thus more talent, it also prolongs the process which can backfire dramatically.

If a talented candidate discovers your vacancy fresh after posting, a deadline of six weeks later with an additional week or two for shortlisting leaves them with a two-month window to be snapped up by another employer.

Worse still, they could even lose interest by the time you get around to calling them. Holding an interview six weeks after the initial application can have a negative effect on applicant enthusiasm, as well as blurring the candidate's knowledge of the role.

Conversely, a shorter application period can provide urgency for truly interested candidates, while it can also weed out time-wasters. Meanwhile, it allows you to speed up the recruitment process for a more efficient and positive experience for all parties.

 

Preparation

It's also important to remember that the recruitment process goes beyond the initial job ad, CV sifting and short-listing process. The interview is equally important, if not more so.

Spending time and effort on the recruitment process only to conduct a poorly prepped interview is akin to a rugby team letting in a soft, losing try the dying seconds of the hard-fought game.

Come equipped with well-thought-out questions and a clear direction of how you want the interview to go. Also, ensure all participants are free to attend and well-aware of the scheduled times.

Remember that this is not only your first impression of them, but their first impression of you. Tardiness and disorganisation isn't a good look for a candidate and can be equally damning on the other side of the table as well.

 

For more tips on how to attract talented employees or additional recruitment advice, why not drop us a line today? Call now on 0203 225 5120 or get in touch online by clicking the button below.

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Workplace diversity

If you happen to work in HR, diversity in the workplace is probably a very familiar topic. It’s a legal obligation that’s seen growing visibility over the last two decades.

However, diversity isn’t just a matter for Human Resources. Diversity in the workplace has a profound influence on every part of the working process, from social interaction to quality of work.

A diverse workforce can provide better results in terms of creativity, problem-solving and decision-making, generally resulting in a more productive environment all round. After all, a toolbox full of hammers won’t do much good when it comes to changing a light bulb.

 

Diversity Hiring Laws

The Equality Act 2010 protects people from discrimination in the workplace, theoretically providing a basis that ensures nobody’s personal background or characteristics affect their right to work.

However, according to the Chartered Institute of Personnel and Development (CIPD), “an effective diversity and inclusion strategy goes beyond legal compliance”, and appropriate steps must be taken to ensure a varied working environment.

As such, knowing how to hire more diverse employees while staying safely within the boundaries of diversity hiring laws is a must for any company. Failure to do so could land your business in hot water.

Luckily, we’ve got a few helpful suggestions that will allow you to broaden your field of applicants instantly, helping you achieve a multicultural, multi-talented workforce across the age spectrum.

 

How to Hire More Diverse Employees

While specifically targeting a particular group can lead to accusations of discrimination, ensuring that your recruitment strategy is free from any involuntary prejudice can be a fantastic way to fairly and efficiently level the playing field for everyone.

Here are three effective diversity recruiting strategies that will help you to achieve a balanced response from all manner of candidates, ensuring your field of applicants is as diverse as possible.

 

Requested Info

Whether you consciously realise it or not, the information you collect via job application forms can have a dramatic effect on your perception of each applicant.

Information such as gender and nationality can subconsciously affect your expectations of a candidate and influence your response accordingly. Even names can trigger such biases; anonymous job applications have gained a lot of of traction in recent years as a means of eradicating this issue.

While this may seem a little extreme, there are simple steps that can be taken that garner similar results. To nip this issue in the bud, simply avoid asking for information such as gender, date of birth and nationality within your application forms.

That way, you can completely avoid direct or indirect discrimination by simply not knowing these characteristics, basing your judgement exclusively on the merit of the candidates in question.

 

Tell-Tale Wording

It’s also important to note that the inclusion of certain words in a candidate specification can also give skewed results. As such, it’s important to take care when penning your job descriptions to avoid a slanted verbiage.

For example, requesting “recent graduates” is likely to return applicants in their early to mid-20s, while requesting “experienced candidates” or requiring a minimum of X years’ experience is likely to discourage applicants below a certain age.

While there are always exceptions to these rules, avoiding such potholes could help you to appeal to a wider mix of applicants.

 

Favoured Parties

Though potentially more controversial than the above steps, favouring one party over another in order to achieve a greater balance in the workplace is undoubtedly an effective way to combat the issue of discrimination.

However, this tactic can spark debate, and may be perceived by some as discriminatory in itself.

This approach has drawn criticism from some corners over the years as it does - somewhat ironically - exclude certain parties in order to give more opportunities to a specific group. Nevertheless, it is a legal technique and one that is promoted by the government itself.

According to gov.uk, as an employer, you are allowed to favour a candidate with “protected characteristics” over one without if you feel the former is underrepresented in your workplace / industry. The only proviso is that both candidates must be equally matched in terms of suitability for the role.

 

Challenges of Diversity in the Workplace

While it’s important to have a fair and unbiased recruitment process, recruiting a candidate for the specific purpose of “ticking a box” can be counterproductive for all parties and can foster workplace resentment, as well as potentially reducing the overall quality of the work produced.

For example, hiring an ineffective communicator for a role that predominantly involves communication will likely result in a negative outcome for the company, the customer and the team, which can in turn be demoralising for the worker themselves.

Being fair without inadvertently discriminating against any party is a key part of creating an equal process. If you base your search purely on merit, you should bag yourself a diverse workplace by proxy, and this will ultimately achieve the best results for your business.

Read More: Inappropriate Interview Questions >>

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Registering with HRS could be the best career move you ever make!

HRS Candidate Account

Here at Hyper Recruitment Solutions, we work with a multitude of top STEM employers to bring you the latest science jobs from all over the UK. In order to apply for those jobs, all you need to do is create a HRS candidate account!

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Once you've registered, you'll be able to...


Upload your CV

Your CV is the first and most important weapon in your job-hunting arsenal, so the first thing we'll encourage you to do when you create a HRS candidate account is upload your CV to our system. This will make it easy for potential employers to see what you have to offer when you start applying for jobs via our website.

If you haven't quite perfected your CV yet, we'd strongly encourage you to take a look at the expert advice on the following pages:


Start applying for jobs

We've got hundreds of vacancies listed on our job search page at any given time, covering such diverse sectors as:

You can browse these jobs and view a description of each one right now, but if you're interested in applying for any of them, you'll need to create a candidate account and upload your CV first.

Once you've started submitting applications, your account will make it easy to keep track of which jobs you've expressed an interest in and whether the employer has responded yet.


Learn from the HRS team

If you tick the appropriate box when you create your candidate account, you will be added to the HRS mailing list, meaning that you'll receive expert advice and insight from the Hyper Recruitment Solutions team via email.

Even if you choose not to join our mailing list, our friendly team of Life Changers will gladly offer advice and assistance to help you find the right job and take that all-important next step in your career.

Contact HRS >   Create Your Candidate Account >

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Finding a job while pregnant

Trying to find a job while you're expecting a baby can make what is already a fairly stressful time very trying indeed. However, there's no reason why you can't secure a new role during this exciting period of your life - here's some expert advice that we hope will make the job-hunting process as easy possible:

Do I have to disclose that I'm pregnant?

Potential employers are not allowed to ask whether you're planning to have a baby when deciding whether or not to hire you (and if you choose to inform them of your pregnancy, this cannot affect their final decision). According to UK law, you must be given the same consideration as a candidate who is not pregnant.

What should I look for in a new job?

You need to carefully consider how your situation is going to change over the course of your pregnancy and beyond. Important logistical questions include:

  • How flexible are the hours?
  • How will you get to work, and how long will the journey take?
  • Will you need childcare after the baby arrives, and will it be available near your place of work?
If at all possible, you don't want your new job to add too much extra stress to your life at this busy time.

Will I be entitled to parental leave?

Yes - if you are giving birth, you are legally entitled to 26 weeks of statutory leave, regardless of how long you've been in your job or how much you get paid. Whether your employer offers any further maternity leave after this will depend on the company's own policies.

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