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How not to let your recruitment drive go up in smoke

Tuesday, 25 February 2020

Often, we get given job descriptions from clients, that for want of a better word were scribbled on the back of a cigarette packet.

Unless a job is that simple that it will fit on the back of a cigarette packet, I would hazard a guess that it’s been done on the hoof without much time taken to consider all the aspects a new role demands and the effect it could have on other areas of a business.

Initially, it’s about planning, not just the job description and good planning will not only help set benchmarks for future hires, but it also makes you think about what it is the business really needs and the effect of employing a new member of the team has on others in the business.

New staff need training, developing, nurturing, coaching and support which ultimately has a bearing on a business and associated costs that are often overlooked.

Most importantly good planning leads to a better quality hire and better staff retention, which is a no brainer when it comes to keeping recruitment costs to a minimum.

Once the plan is done you can then write the job description, but it’s probably not going to fit on the back of a cigarette packet anymore. But that’s OK because by now you would have considered all the other aspects that appointing a new team member might bestow on the business and thought about how best to attract and nurture your newest investment into an invaluable part of the team.

From the planning to the onboarding, it’s about the candidate journey. If you think your recruitment process isn’t as good as it could be and if you want to save money, hire better quality staff and keep them, then perhaps getting your recruitment processes fit for today’s job seeker should be the first thing you do before you start looking for an empty cigarette packet.

Ian Banks - One to One Director

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