An HR Managers Guide to Recruitment

As an HR Manager, when an employee gives you their resignation letter, what is your first move? Do you list that old Job advert online and start accepting CVs in order to find a lateral replacement, or find someone internally to fill the position?

It is worth noting that this type of personnel alteration within your company can affect the fundamental structural and can be your company’s chance to improve what it is already doing. With a resignation you can either focus on the loss, or see it as an opportunity with great potential for improvement. Recruitment is a two way relationship between Employer and Candidate, as both parties are looking to improve on what they already have, with a positive outcome rather than the opposite.

If you are looking for a great new candidate – your company needs it to be a great new career move for them too!

Recognise Your Company’s Recruitment Needs

Recruiting internally from your existing personnel base holds many advantages for your company; for example an existing workforce has already learnt the company procedures, products and services. As well as motivating individuals to work hard for that promotion; essentially when hiring from within you are providing opportunities for your team to better themselves and advancing their career. Long-term you will see an increase in employee engagement and retention, if they can see their team members being rewarded accordingly.
The benefits of hiring from within should be cross checked against the benefits of hiring new employees. Promoting many employees simultaneously can significantly increase your payroll, without matching the level of skill. Another aspect to consider is how much internal training for the promoted individual will cost as well. However, introducing someone new into the company can be a breath of fresh air and new ideas for ongoing company projects that will be attacked with enthusiasm!

Design an Effective Job Title, Advert & Description

If you have chosen to hire new staff to fill the vacancy in your company, you will have to focus your attention on your job advert and its effective promotion.

Job Title

The first crucial component of any job description is the job title. This is the first thing that will appear in search results of potential candidates. You should really focus time to create a compelling and accurate title with the following qualities:
• It is adequately similar to other positions in comparable fields. This way the most suitably qualified candidates will find your position with similar expectations to factors such as salary and working conditions.
• It should accurately depict the job type and the duties that are expected in that position.
• Generally, it should not be deceptive or ambiguous in any way.

Job Description

Candidates will utilise the Job description as a whole after clicking on the job title. A secondary evaluation of the position will be conducted by the potential candidate. This is where a make or break decision is made and either your company will receive the application, or be just another click on a recruitment website. Bear in mind that an applicant with a higher skill level will be much more selective than candidates without experience. As a recruiter it is your job to then filter the best applications from the worst candidates with a lower level of experience.

Roles & Responsibilities

The job description should contain a list of the duties and responsibilities associated with this role.
This list will vary in length depending on the position type; however we would recommend making it as concise as possible. Overall the list of duties should not be any longer than 15 duties in total.

The Job Advert in General

Job adverts should be easy to understand, attractively laid out, and professional looking. As well as the points discussed above, your job advert should also include:
• Incentives associated with the position. This can be aspects such as providing flexible working hours, being a part of a professional working team, travel benefits or other benefits not related with salary.
• The essential specifications, such as qualifications requirements, language abilities and other non-critical conditions which can be referred to as “considered an advantage” if they are preferred and not necessary.
• A summary of the company’s activities and field of work. A short summary will suffice here; competent candidates should be willing to do their own independent research.
• Basics such as office location, duration of contract and contract type (I.e. full-time, internship etc.).
• How to apply: this should be as straight forward as possible with clear instructions at the end of the advert.

Writing a job advert should have all the components of a normal advertisement. The target market should be established and then the description drafted accordingly based on the type of candidates you wish to receive CV’s from. And remember, at this initial stage, your company should be trying to make the best first impression to everyone that applies.

So when you have a position to fill in your company, as an HR or Recruitment Manager, there is much groundwork to consider before dusting off that old job vacancy and waiting for the right candidates to approach you. Any additional time you spend will definitely be rewarded to your company in the long-run by finding suitable candidates that will have both skill and longevity in your company.

By Pamela Miller.