A role profile is the introduction to your company and employer brand, providing a comprehensive overview of the role being recruited. It is important the role appeals to a wide and diverse audience and is portrayed at the right level. It can be tempting, particularly when replacing a leaver to dig out the previously used spec however it is so important to take a step back and ensure the profile
Writing about having the right work environment can seem quite simplistic in some ways. My chair is comfortable, my back is well supported and screen at the correct height and I have a view of the park or my garden. However, various factors will need to be considered during onboarding to ensure your newly appointed employees are in the right environment to feel both valued as well as comfortable.
Establishing a team structure able to flex and evolve to accommodate your future hiring strategy, company goals and vision is challenging. Teams have to knit together to realise their full potential, the set up will impact on relationships made, how people communicate, which stakeholders they have exposure to, their ability to influence decisions made and of course employee retention rates. Common team structures seen include Flat (Horizontal) Hierarchy (Pyramid) Matrix (Grid) Flat (Horizontal) Flat structures are typically seen within
How much faith are you willing to invest in someone joining your business? Have you thought about the impact that a probation clause can have on someone’s likelihood to join a business? It can be a lot bigger than you might think. Visualise this; you’ve been through a lengthy, thorough interview process. Your preferred candidate has met
Are all stakeholders engaged and involved? Manage expectations, don’t over promise and under deliver, a mantra I live by and believe has helped me to build long term and trusted relationships. As a recruiter we often have to help to manage / guide expectations set by the client to pre-empt and buffer any potential areas of disappointment for the candidate in the early phase of their
Does the start date seem like a lifetime away? Learn how to use your new joiner’s long notice period to your advantage. So the candidate who has accepted your offer has a three month notice period that they can’t get out of?… Great news, that gives you three months to give them all the tools and insight then need to get match fit for their
Who owns the business that you want to work for? Does it matter? The ownership structure of a business can tell you a lot about how the business is run, how the business is governed, who is making decisions and what your prospects may be. At the very least investigating this will give you some useful insight
How well known is your internal recruitment team in the market and are they known for the right reasons? Establishing a positive recruiter brand is essential for your ongoing talent acquisition and your internal recruitment team are your ambassadors for ensuring that your business has the best recruiter brand in the market. It’s one thing
Does your employment contract help or hinder your ability to hire The final interview went swimmingly, the offer has been made and accepted, and all that’s left now is to send them out the contract and await its glorious return. So why do so many offers fall down once paperwork has gone out? Well, let’s grab a big red pen and go through the small print.
Who owns the business you work for? Who’s on the board? What are their backgrounds and their track records? How do they run businesses and how have they exited businesses previously? Who or what is the driving force behind decision making and do you know who they are? Who is calling the shots? When considering