Replacing Team Members & Dealing with High Turnover

As a Hiring 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 spot?

If you are looking for a great new candidate; your company needs it to be a great new career move for them too. The key to successfully developing a sound recruitment program is to follow a proven hiring process for the roles that need filling within your department. Read on to find out more!

  1. Take the time to draft accurate job descriptions. Your first step is to make sure you have an effective job description for each position in your company. This may sound fairly basic, but you’d be surprised at how many businesses on the smaller side fail to develop or maintain updated job descriptions, usually the problems occur here after the candidate has been hired, if a poor description has been drafted the new hire rarely stays long-term in the company, perhaps tasks don’t match what was portrayed in the job description etc.
  2. Assemble a success profile. It’s important to develop a profile of the ideal employee regarding qualification and experience for key roles in your company that are critical to the execution of the end-goal & business line. Age and character should also be noted, i.e for a salesperson, the ideal candidate will be outgoing and chatty.
  3. Share the advert in the resources most likely to reach your target audience, and potential job candidates. Of course, the Internet has become the leading e-marketing tool to reach a wide, customisable audience however, don’t overlook traditional industry publications and local newspapers.
  4. Always conduct a preliminary telephone interview. Once you’ve narrowed the submitted CV pile to a handful of applicants, call them using a few initial and general questions to further narrow the field. Using a consistent set of questions ensure you’re evaluating candidates equally. (In both this step and your face-to-face interviews, below, will help).
  5. During the interview, use a consistent set of 10 or 12 questions to retain a structured interview process and offer a more even playing field for comparing potential applicants.
  6. Finally, before sending the candidate a definite yes, first run a background check on the individual to uncover any potential problems that went unnoticed during the interviews, this can either be an official CRB check or equivalent, however also, give them a search on social media for a faster and cheaper way to evaluate your potential new hire.

Eltoma Recruitment offer comprehensive recruitment plans for companies of all sizes, contact us to find out more.