Having made the decision that you need to take someone on to work with you in order for your business to grow, you will need to give some thought as to how you are going to do that.

Perhaps you don’t have much experience of recruiting and are wondering where to start

Perhaps you are concerned about how you are going to go about finding the right person for your vacancy.

So  these might be some of the questions you are asking yourself and to which you will need the answer before starting to hire.

Getting Started – Questions that need Answers

• How do you write a job description? Do you really need one?
• Where do I advertise? Find this person? How do you attract the right people to apply?
• Who do they apply to?/How do they apply? ( special email address? person in your team)
• What else do you need? Kit, equipment, tools, car, lap top, phone etc.
• What are my add on costs? When you are thinking about taking someone else on to work in your business, you will need to consider carefully issues such as the cost – salary plus employers NI, paid holiday and any benefits.
• What do I do if they don’t work out?
• What happens about contracts and things like that?
• Who will train them?
• What hours will they work?
• Will they be in the office or workshop when you are not there? Will they be given a key to your premises?
• Do they need a car to get to their place of work or will public transport be suitable for them?
• Do they need a car to do the work?
• What if they ask about homeworking or a hybrid work blend?
• What are the essential skills and experience for your vacancy and what is desirable? Why do they need those skills and that experience?
• Where will you find this person?
• How long will it take you to find this person?
• Do you have experience of interviewing people?
• What sort of roles have you interviewed for in the past? Can you put together a list of relevant questions for your candidate interviews? Prepare an Interview Script?
• Might you want to assess/test or profile these candidates? How are you going to do that?
• How comfortable do you feel giving constructive interview feedback to the candidates who are not successful?
• Are you comfortable about securing references for your chosen candidate?

What Next?

The best place to start is with your job description. Write a list of all the duties that this person will be required to do, what areas are they responsible for?

Or at this point, you could consider outsourcing all this work. Recruitment professionals exist to support you with all of this. A  real recruitment expert will be able to help you get everything in place.

A good experienced professional will meet with you in your place of work and talk through the whole process with you and will then formulate a recruitment campaign to suit you. e.g. Recruiting a tele sales person will be quite different from recruiting a Practice Manager/Graphic Designer/Logistics Manager.

A professional  recruitment consultant will take ALMOST all the work away from you so that after this detailed meeting, all you need to do is agree terms and wait for the shortlisted candidates CVs to arrive in your inbox.

You will still have to interview them for yourself. ( although at Better People we do sometimes sit in on interviews with clients to support them).

At Better People Ltd Recruitment, we really do take care of everything. We offer a full recruitment service to support our clients through the whole campaign until the candidates are confirmed in post at the end of their probation – Not just CVs

We can  help with the job description,

We write the adverts.

We conduct a full applicant attraction campaign advertising on appropriate job boards and our own networks of contacts.

We work through the ad response, selecting suitable candidates for our clients, through a process of telephone screening and face to face interviews.

All the candidates we submit for interview with our clients, will be fully briefed about the job, the company , what your company culture is, the dress code, parking, hours, benefits, holidays – everything that they would need to know before committing to attending an interview.

You will not be interviewing anyone, unless they are a real contender for the job. This saves you an enormous amount of time and money.

The way that most recruiters charge is on a percentage of the salary offered to the candidate. Where there is a commission package or bonus scheme attached to the job, the fee is usually only applied to the basic salary figure. Better People charge 17.5 percent of the salary plus VAT.

Better People Ltd offers a money back guarantee where depending on how long the candidate is with you during a 12 week period you receive all or some of your money back if they leave within that 12 week period. i.e. Leave within 2 weeks – 100% of the fee is repaid, leave within 10-12 weeks you receive 20% of your fee back.

We like to stress that this is an essential part of your business growth and that in order to secure the right person you should be thinking of it as very much more than simply pulling someone off a database as fast as you possibly can, so that they can start on Monday!

Call us to discuss how to quickly and effectively recruit someone to support your business growth, who will fit in and stay put. You meet with us and then we go away and do all the work to get you the very best candidate.

Better People Ltd has a unique approach to recruitment. We meet you to discuss your needs and then create a bespoke recruitment campaign based on your organisation and the individual role. We pre-screen and interview all candidates before putting them forward, and will only do so if we’re happy they will fit in and stay put. We support our clients during the probation period too. Our approach saves you time and improves retention. Better People – Stay.

Contact or follow Better People Ltd │www.betterpeopleltd.co.uk │ 01491 836632