How to Recruit with Confidence: The The Top 10 Do’s and Don’ts of Recruitment for Business Owners

Are you struggling to fill vacancies?

You’re not alone – according to a recent survey by the Chartered Institute of Personnel (CIPD) almost half of businesses surveyed (47%) reported this exact challenge.

Did you know that hiring a new employee actually costs more than their salary?

In fact, when hiring a new staff member at the average UK salary of £27,600, the true cost a business on average for the first year of their employment is around £62,890 (Sourced from the office of national statistics – so it’s important to get it right!

Here’s our Top 10 Do’s and Don’ts when recruiting:

✅ Do’s

1.    Make sure it’s a genuine resource gap: before you go any further, make sure that hiring is the right approach – consider if a technology process could solve the problem, or if the gap could be shared amongst the team/filled by someone else

2.    Strengthen your Employer Brand: social proof is vital as it’s the first place a candidate will look, so review your website and social media pages and ensure they reflect who you you are as a company – if your channels misrepresent you, this has the power to stop someone applying

3.    Create a Candidate Pack: investing in a deck that showcases your company’s purpose, vision, values, culture, employee feedback alongside a Job Description that defines necessary skills, experience and attributes required for the role will attract the right candidates – it’s the shop window to your company and team so should be exciting enough to encourage someone apply

4.    Prioritise Cultural Fit: it’s crucial that you consider the values, attributes, and personality traits of the person you’re looking for so they align with your company culture – psychometrics are a great tool to find out more about someone’s motivations and how they tick

5.    Be smart with your candidate search: explore different sources, channels and platforms to access a wider talent pool – it’s not what you know, it’s who you know, so ask around your company and your network

6.    Lead a thorough and consistent interview process: first impressions count, so you must be prepared. Hold structured interviews that assess the candidates capabilities as well as their behaviours and suitability for the role – remember the interview process is a two-way thing and as much as you’re keen to learn more about them, they’re also assessing if they want to work with you

7.    Check references: always follow up on provided references to validate the candidates’ skills, work history, and performance in previous roles – be sure to ask open questions and check for any red flags

8.    Showcase your Employee Value Proposition: job-seekers are looking for so much more than a good pay packet – share all the benefits and perks that come with working with your company including things like flexible working, well-being support and social opportunities

9.    Create a positive candidate experience: provide a clear, smooth and engaging recruitment process with constant communication and feedback throughout – this will make you stand out, as well as your company

10. Demonstrate career progression: share opportunities for professional development and growth – this will attract ambitious and motivated candidates and their response will show you if they’re growth-minded

❌ Don’ts

1.    Rush the process: recruiting can’t be done off the side of your desk – if you’re unprepared and rush the process, it’s likely to lead to poor decision-making and a bad hire

2.    Assume a candidate has the skills they say they do: relying solely on CVs or their performance in the interviews won’t provide you with the full picture – consider using skills assessments, tests, and presentations so you have data and proof that backs up what they present

3.    Forget to communicate your expectations: there’s a lot to remember when conducting the interview process, but if you don’t clearly communicate what good looks like in terms of your expectations of the role and performance standards you’re missing a trick – you don’t want the person to be surprised when you set their objectives when they start the job

4.    Ignore Diversity and Inclusion: whilst ensuring a good Cultural Fit is key, be aware of your own internal bias and don’t overlook the importance of diversity in your hiring – embracing diversity creates an inclusive workplace with new ideas and ways of thinking

5.    Exclude internal talent: ignoring the talent that’s already in your company is a big mistake – the ideal candidate could be right in front of your eyes and internal promotion is a big morale-booster

6.    Go it alone: include relevant team members in the recruitment process to gather different perspectives, ensure buy-in, and to validate cultural fit – someone else may spot something you don’t that may influence your final decision

7.    Ignore any red flags: if you have any areas that cause you concern, follow up with a conversation or ask for a second opinion – if you’re still in doubt, trust your gut

8.    Have zero contact til the start day: the ‘quiet period’ before a new hire starts is a dangerous one where they could still change their mind – stay in touch throughout this period and consider meeting up for a coffee, introducing them to the team, or sharing useful information to keep momentum going before they officially join

9.    Forget your retention strategy: hiring is one thing, but if you don’t have a strategy to develop and nurture your new hire, they won’t stay long – develop ways to retain top talent and think carefully about offering training, mentorship, and career progression opportunities

10. Forget to prep their induction: you only get Day 1 once, so make sure you’re prepped and ready to impress on their first day – organise an induction plan, ensure any technology they need is in place, and get your team involved to create a warm welcome

Whilst you can never guarantee 100% that a new hire will be the perfect person to fill your role, following these Do’s and Don’ts will put you in the best position possible to recruit with confidence.

Keep me posted as to how you get on!