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Recruitment shortcuts without the risks

Have you ever taken a shortcut when hiring?

It’s only natural to want to save time by taking a shortcut. Even if we know in other areas of life taking a shortcut is also risky at times.

So why would you take a shortcut when you’re recruiting?

Often this is because we’re in such a desperate hurry to get somebody (anybody!) onboard that we are willing to take a risk or two.

This article is all about minimising those risks with some people management practices.

Some ways to minimise your risk when a recruitment shortcut calls

Do have a systematic way to compare candidates in terms of the essential and desirable criteria for the role. This will save you from having to plough through each resume to find vital information in the early stages and make it easier to pick your top candidate(s). The simplest of all is a table with everything you’re looking for across the top row and room for names in the first column. Then you can tick off, or score, each candidate against each of your criteria.

Don’t brief a recruitment agency or write an advertisement until you know exactly what you’re looking for. Clarity on this one point will save you time and money – every time.

Do conduct phone interviews in the first instance. This is becoming more common and can save both you and your candidates a lot of time. By having a few ‘make or break’ questions, you may find you have reduced the number of people to be interviewed face-to-face.

Don’t employ anyone without first checking their credentials. There have been numerous white-collar crime cases where a fraudster claimed to have qualifications and experience they didn’t possess. If you don’t check, will your business reputation survive a fraudulent employee?

Do always check with the referees given to you by candidates, even if it takes some time and effort.

Don’t feel you have to stick to checking just the referees you have been given.  Ask for more if you need them.

Do spread your net to other people in the industry who might know suitable candidates and ask them for their feedback. This can be a real time saver.

Taking shortcuts can result in getting lost!

Implementing these simple recruitment strategies will save you time (and money) in the long run.

More importantly, they will reduce the substantial risks to your business and reputation of employing an unsuitable, unqualified or unreliable staff member.

One shortcut that’s easy to follow

Listen to the Work Wonders podcast, especially Episode 3 – What you need to know before you hire anyone, and Episode 7 – 5 simple steps to hiring well.

Get in touch if you’d like our help with your recruitment shortcut!

 

Photo by Gabriel Garcia Marengo on Unsplash

About Susan Rochester

BSc MHRM FIML
Susan Rochester has been managing director of Balance at Work since 2006. Susan has a natural tendency to balance analytical thinking with an optimistic outlook to set direction and solve problems. She is an effective facilitator and constantly creates new and more effective ways of doing things, motivated by helping others to achieve their goals.

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