Top tips for successful recruitment & selection

1. Top tips for successful recruitment & selection

2. Prepare, prepare, prepare... 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

3. Attract the right people 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

4. Arrow Process Be consistent when short-listing Why use graphics from PowerPointing.com? AEnsure 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. TRANSPARENCY QUALITY PROFESSIONAL TRUST KNOWLEDGE B Inform candidates that proof of identity and right to work are essentials to be checked. D Apply criteria evenly without ambiguity

5. Interview each person exactly the same way People involved Short-listing team involved in all interviews, equal role for each person, use a competency based framework. Place of interview Consider room layout and how the interview will run, each persons role, what/who does the candidate see from arrival? Questions & Answers Follow set questions for all interviewees. Take notes throughout and score each performance soon afterwards Avoid Halo & Horns Do not fall into the trap of scoring on the basis of who you liked or disliked. Keep referring to the specs

6. Making the offer, what to include in the letter and why. • Financial elements • Basic Salary • Pension • Bonus/Overtime • Understand financial value of the job Ensures clarity on time commitment expected • Work elements • Core hours • Working week • Holiday entitlement • Benefits • Life/Health Insurance • Parking/Canteen • Study support/CPD Focuses on security and the longer term • Culture • Invite to meet the team • Company newsletter • Welcome note from MD Allows the person to start visualising the transition

7. COMPANY PRESENTATION Checks before commencement 1 – Eligibility to work 2 – Identity 3 – Qualifications required 4 – Work history 5 – Reference’s

8. CHARACTERISTICS OF ABACUS Established 2003 60+ yrs specialist Local market intel Qualified Staff 16 to date: Business Customer Service Consultants Audits IIP EXPERIENCE Multi-sector NI and beyond Profesisonal and Support Multi-national & indigenous SMEs AWARDS SCOPE Client-driven High-profile contracts High-volume Ad-hoc Contingency Performance KPI Ratios CVs IV Prep Aftercare RESULTS QUALITY RELATIONSHIP CRM Delivery Client-focused Employer Branding

9. WORKING WITH YOU Contact People Contact Points • Justin Rush – Business Director • justin@abacus.jobs • Alan Braithwaite – Business Director • Alan@abacus.jobs www.abacus.jobs • +44 (0) 2890 313157 • info@abacus.jobs • www.abacus.jobs • www.twitter.com/abacusjobs