[et_pb_section fb_built=”1″ _builder_version=”3.22.3″][et_pb_row _builder_version=”3.25″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_text _builder_version=”3.25.4″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”]<\/p>\n
When it comes to hiring employees, according to a CIPD study<\/a>, it costs about \u00a32,000 to recruit a new member of staff. Bear in mind, that’s just the recruitment process, the overall cost is a lot higher. So, if your organisation has a high turnover of staff, that can be very costly.<\/p>\n It is possible to attract the best candidates for the job on a budget, but there are some common pitfalls. There is no guaranteed process for successfully hiring employees. However, knowing the obstacles and potential problems can help you to avoid them or deal with them if they do arise.<\/p>\n Job descriptions are an essential part of managing the work of any business. Employing water-tight job descriptions when hiring employees will achieve the following:<\/p>\n A job description should not just be left in a draw and only reviewed once in a blue moon. It should be used throughout an employees lifecycle and reviewed yearly to ensure that it is still up to date.<\/p>\n Sometimes, the best candidates could be right under your nose! It can make economic sense to fill roles internally. This cuts the costs and time associated with advertising for external candidates. Also, an existing staff member will be familiar with your businesses processes, values and mission. Chances are, they would get “up to speed”<\/em> in a new role more quickly than an outsider.<\/p>\n Another potential benefit when hiring employees is that promoting and training up your own people can boost their morale and productivity. Recruiting<\/a> from within can also protect valuable knowledge that would be lost when people leave your team or business.<\/p>\n When hiring employees, some managers use only an interview to evaluate potential candidates, but is it the best method? A candidate may say or do anything to get the job that you’re offering. Consider giving them a test or exercise to find out how they might perform “on the job.” For example, you can use Inbox\/In-Tray Assessment or maybe a work trial to reveal how good they might be at planning, organising, prioritising, and communicating.<\/p>\n It’s tempting to reject an overqualified candidate because you’re afraid that they will become bored and leave your business for a more satisfying challenge elsewhere.<\/p>\n But highly experienced and\u00a0talented people may have the skills and ability to help you to develop your team \u2013 even if they don’t stay long. Encourage them to be\u00a0loyal to your business, think about what opportunities for development, progression, or reward you might be able to offer this exceptional person.<\/p>\n When hiring employees, you may have a picture of the ideal employee in your mind. However, as you wait for him\/her to appear, you may be jeopardising your team’s productivity by keeping it understaffed for too long. Your team members may have to pick up the extra workload or work overtime, which can affect their morale.<\/p>\n Recruiters call perfect candidates\u00a0“purple squirrels,”<\/a>\u00a0because they are so rare! Instead of waiting for someone who fits the role exactly, it’s usually best to hire someone who meets most of your key requirements, who matches your\u00a0corporate culture,<\/span><\/span> and who has excellent\u00a0soft skills<\/p>\n When it comes to hiring employees, you may find the perfect candidate doesn’t exist. That does not mean you should rush to hire just anyone. Take your time. Think about what it’s going to cost in time and money to hire and train someone, only to find that she’s not up to the job. You could end up having to repeat the whole process.<\/p>\n Interview twice if you have to and, if necessary, arrange for a\u00a0freelance or external contractor to cover the role until you’ve got the best person that you can.<\/p>\n How much can you trust the information on a CV? According to a survey of more than 2,000 HR and recruitment managers<\/a>, almost 60% had discovered a lie on a r\u00e9sum\u00e9. There’s a famous story in HR circles about a candidate who claimed to be a construction supervisor but admitted in his interview that he had only built a doghouse in a backyard!<\/p>\n So, while applicants may have listed excellent experience and qualifications, you’ll likely want to check some of the details they’ve provided.<\/p>\n Positive or negative; don’t place too much weight on these references. Someone else’s positive experience at one business does not mean that he will automatically shine at yours. Similarly, a negative reference from a previous employer does not mean that he won’t thrive on your team.<\/p>\n When hiring employees, make sure you make use of a\u00a0probationary period<\/a>\u00a0to ensure that you have the right candidate for the job.<\/p>\n Typically, it takes a new starter about three months to become fully integrated into the team and to begin producing results. It’s understandable to want them to “hit the ground running,”<\/em> especially if the position has been vacant for a while or if the hiring process has taken a long time, but this can mean that you don’t give them the time to “learn the ropes”<\/em>.<\/p>\n During the first few weeks, it’s important to help your new recruit to understand the business’s and team’s goals, and to support them as they learn. This process is often called “onboarding.”<\/em> Make them feel welcome<\/a>\u00a0and introduce them to the team. Let them know that they can ask questions and seek advice and arrange regular meetings to see how they are doing.<\/p>\n <\/p>\n Hiring employees can be an expensive and time-consuming process. Therefore, it’s essential to get it right the first time! Make sure you recruit someone who’s the best person for the job and who fits into your business. Otherwise, you could be facing continual turnover. Get in touch if you’d like some support with hiring employees.<\/a><\/p>\n<\/div>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Posts Footer Section” _builder_version=”3.24″ global_module=”3751″][et_pb_row _builder_version=”3.25″][et_pb_column type=”4_4″ _builder_version=”3.25″ custom_padding=”|||” custom_padding__hover=”|||”][et_pb_blurb title=”Don\u2019t keep it a secret” use_icon=”on” font_icon=”%%83%%” icon_color=”#ffffff” icon_placement=”left” use_icon_font_size=”on” icon_font_size=”104px” admin_label=”Don\u2019t keep it a secret” _builder_version=”3.24″ header_font=”||||||||” header_font_size=”44px” header_line_height=”1.1em” background_color=”#97026d” text_orientation=”center” background_layout=”dark” custom_margin=”||2px” custom_padding=”25px||25px”]<\/p>\n Did you find this blog useful? Think you have fellow business owners that would too? \u00a0Feel free to share or \u2018like\u2019 using social media buttons to the left.<\/p>\n [\/et_pb_blurb][et_pb_cta title=”Sign up to my blog” button_url=”https:\/\/blog.kateunderwoodhr.co.uk” button_text=”Sign Up” admin_label=”Sign up to blog” _builder_version=”3.24″ header_font=”||||||||” header_text_color=”#97026d” header_font_size=”49px” body_font=”||||||||” body_text_color=”#97026d” body_font_size=”20px” background_color=”#a2bdf2″ global_module=”4481″]<\/p>\n Did you enjoy reading this blog?\u00a0 if so please sign up so you can receive them directly to your inbox each week … keep your FOMO in check.<\/p>\n [\/et_pb_cta][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":" Hiring employees is probably the most important and costly decision a small business owner will make – so it is important you read this guide to get it right!<\/p>\n","protected":false},"author":4,"featured_media":208,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":" According to a\u00a0study<\/a>\u00a0by the CIPD, it costs about \u00a32000 to recruit a new member of staff, that is just recruitment, the overall cost is a lot higher. If your organization has a high turnover of staff, that can be very costly.<\/p> It is possible to attract the best candidates for the job on a budget but there are some common pitfalls.\u00a0 There is no guaranteed process for successful recruitment, but knowing the obstacles and potential problems that you might face can help you to avoid them or deal with them if they do arise.<\/p> Job descriptions are an essential part of managing the work of any business. Use them to do the following:<\/p> A job description should not just be left in a draw and only reviewed once in a blue moon.\u00a0 It should be used throughout an employees lifecycle and reviewed yearly to ensure that it is still up to date.<\/p> Sometimes, the best candidates could be right under your nose!\u00a0 It can make economic sense to fill roles internally, as it cuts the costs and time associated with advertising for external candidates. Also, an existing staff member will be familiar with your businesses processes, values and mission. Chances are, they would get \"up to speed\" in a new role more quickly than an outsider would.<\/p> Another potential benefit is that promoting and training up your own people can boost their morale and productivity.\u00a0 Recruiting from within can also protect important knowledge that would be lost when people leave your team or business.<\/p> Some managers use only an interview to evaluate\u00a0potential candidates, but is it the best method?\u00a0 A\u00a0candidate may say or do anything to get the job that you're offering. Consider giving them a test or exercise to find out how they might perform \"on the job.\" For example, you can use\u00a0Inbox\/In-Tray Assessment or maybe a work trial\u00a0to reveal how good they might be at planning, organizing, prioritizing, and communicating.<\/p> It's tempting to reject an overqualified candidate because you're afraid that they will become bored and leave your business for a more satisfying challenge elsewhere.<\/p> But highly experienced and\u00a0talented people may have the skills and ability to help you to develop your team \u2013 even if they don't stay long. And to encourage them to be\u00a0loyal to your business, think about what opportunities for development, progression or reward you might be able to offer to this exceptional person.<\/p> You may have a picture of the ideal employee in your mind but, as you wait for him to appear, you may be jeopardizing your team's productivity by keeping it understaffed for too long. Your team members may have to pick up the\u00a0extra workload or work overtime, which can affect their morale.<\/p> Recruiters call perfect candidates\u00a0\"purple squirrels,\"<\/a>\u00a0because they are so rare! Instead of waiting for someone who fits the role exactly, it's usually best to hire someone who meets most of your key requirements, who fits your\u00a0corporate culture,<\/span><\/span> and who has good\u00a0soft skills<\/p> OK, the perfect candidate may not exist. That doesn't mean you should rush to hire just anyone. Take your time. Think about what it's going to cost in time and money to hire and\u00a0train\u00a0someone, only to find that she's not up to the job. You could end up having to repeat the whole process.<\/p> Interview twice if you have to and, if necessary, arrange for a\u00a0freelance or external contractor to cover the role until you've got the best person that you can.<\/p> How much can you trust the information on a CV?\u00a0\u00a0Almost 60 percent of employers have discovered a lie on a r\u00e9sum\u00e9, according to a\u00a0survey<\/a>\u00a0of more than 2,000 HR and recruitment managers.\u00a0\u00a0For example, a candidate who claimed to be a construction supervisor admitted in his interview that he had only built a doghouse in a backyard!<\/p> So, while applicants may have listed excellent experience and qualifications, you'll likely want to check some of the details they've provided.<\/p> However, don't place too much weight on these references, good or bad. Someone's positive experience at one business does not mean that he will automatically shine at yours. And a negative reference from a previous employer does not mean that he won't thrive on your team.<\/p> Make sure you are using the probationary period<\/a>\u00a0effectively to ensure that you have the right candidate for the job.<\/p> Typically, it takes a new starter about three months to become fully integrated into the team and to begin producing results. It's understandable to want them to \"hit the ground running,\" especially if the position has been vacant for a while or if the hiring process has taken a long time, but this can mean that you don't give them the time to \"learn the ropes\" properly.<\/p> During the first few weeks, it's important to help your new recruit to understand the business's and team's goals, and to support them as they learns. This is often called \"onboarding.\" Make them feel\u00a0welcome<\/a>\u00a0on their first day, and introduce them to the team. Let them know that they can ask questions and seek advice, and arrange regular meetings to see how they are doing.<\/p> Hiring new staff can be an expensive and time-consuming process, so it's important to get it right. You want to make sure that you recruit someone who's the best person for the job and who fits into your business, so that you're not facing continual turnover. Get in touch if you'd like some support with this.<\/a><\/p><\/div>","_et_gb_content_width":"","content-type":"","footnotes":""},"categories":[1],"tags":[267,253,254,290,287,265,276],"_links":{"self":[{"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/posts\/7175"}],"collection":[{"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/comments?post=7175"}],"version-history":[{"count":0,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/posts\/7175\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/media\/208"}],"wp:attachment":[{"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/media?parent=7175"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/categories?post=7175"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.kateunderwoodhr.co.uk\/wp-json\/wp\/v2\/tags?post=7175"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}1. Not Creating Accurate Job Descriptions<\/h3>\n
\n
2. Failing To Consider Recruiting From Within<\/h3>\n
3. Relying Too Much On The Interview<\/h3>\n
4. Rejecting Overqualified Candidates<\/h3>\n
5. When Hiring Employees, You Wait For The Perfect Candidate<\/h3>\n
6. Rushing The Recruitment Process<\/h3>\n
7. Relying Too Much On References<\/h3>\n
8. Expecting Too Much, Too Soon From A New Recruit<\/h3>\n
In Summary:<\/h2>\n
Not Creating an Accurate Job Description<\/h3>
Failing to Consider Recruiting From Within<\/h3>
Relying Too Much on the Interview<\/h3>
Rejecting an Overqualified Candidate<\/h3>
Waiting for the Perfect Candidate<\/h3>
Rushing the Hire<\/h3>
Relying Too Much on References<\/h3>
Expecting Too Much, Too Soon From a New Recruit<\/h3>
In Summary<\/h2>