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Now that you know what and who you’re looking for, you have various options for sourcing candidates. Perhaps you know family, friends or other people who might be suitable – e.g. friends or associates of business contacts or existing employees. You might want to use an agency, particularly if you are recruiting on a temporary, fixed-term contract or freelance basis as there are many agencies that specialise in this. Remember that you’ll have a fee to pay though. Another option is to advertise – in newspapers, magazines, trade journals, college careers services, the job centre, on the internet, or even at your business premises if members of the public will see them. If advertising, remember that the advert is the first stage of the selection process. You therefore want to make sure you attract the type of candidate you’re looking for. Hiring someone is very much a two-way process – they will select you as well as you selecting them. If potential candidates see immediately that the job does not suit them or appeal to them, they will not apply and you will both be saved a lot of wasted time. Use the key details from your job description and person specification to create the advert, and also give some information about your company. It might also be a good idea to make the job description and person specification available to applicants as part of the application process to help them make informed decisions before deciding whether to apply. A good advert will include: • company name Again, it’s advisable to have the advert checked over to ensure it is non-discriminatory. This article is copyright protected and is not for republishing |
