It’s no secret that the deficit between digital job vacancies and digital talent is growing, with little sign of slowing down. Although the growth of digital in the UK is great for our economy, it can make the process of hiring incredibly difficult for many businesses.
Despite this increased competition for talent, we see a number of companies get recruitment wrong, in some cases horribly so. This seems crazy to me, especially given the impact a good or bad hire can have on a team or business.
A little extra thought and dedication to getting recruitment processes right upfront will save time and money when it comes to the crunch of hiring someone.
Here are some tips to help you get your recruitment process in order:
1. You really do need a hiring plan
You can’t wing it when it comes to hiring. The time to start the recruitment planning process – and who needs to be involved – should start as early as possible. Bear in mind that the candidates you want to hire will probably be speaking with a number of your competitors, so avoid complacency.
The first thing to agree on is exactly what skills, experience and person you are looking for, and what flexibility you are willing to consider. By knowing this upfront you will avoid delays later in the process that could derail a specific hire.
2. Start your process as early as possible
Momentum is everything when looking to hire in a competitive market. As a hiring manager, you need to start building a relationship with a candidate as early as possible, and show intent by providing feedback quickly, and progressing to further interview stages within an agreed timeframe.
We recommend that our clients provide CV and interview feedback within 24-48 hours to avoid the possibility of a candidate’s attention being drawn to other opportunities.
3. Nail your job specification
A job spec is an opportunity to get candidates excited about your business and the challenges they will encounter should they sign on the dotted line. You need to be unique, creative and tell a compelling story that draws candidates to both the role and your business.
Nail your job spec, and you’ll better your chances of hooking the right candidate quickly.
4. Build your interview process strategically
Don’t underestimate how an interview can influence a candidate’s decision. Interviewing is a skill in itself and requires practice. Those involved should be experienced enough to ask the right questions at the right time, and to answer candidate questions to a suitable level of detail.
Don’t be afraid to make candidates work for a potential offer. Weed out those candidates that can only talk the talk by having them complete a challenge or task. This addition to the process will force candidates to invest time and thought into their interview, and help you understand their approach to problem solving.
5. Provide timely feedback
Feedback is the part of the recruitment process that often gets dropped when time is scarce. As an employer, you need to consider your brand and candidate’s perceptions of your business, irrespective of whether or not they get the job.
Provide prompt and detailed feedback, and ensure the feedback is as balanced and as constructive as possible.
6. Know when to get outside help
Although the above guidelines are really just the basics of recruiting, if you want to give yourself and your business the very best chance of hiring excellent digital talent, it might be time for a review of how you recruit and who you involve along the way.
Teaming up with a recruitment partner that knows your industry inside and out can sometimes be the best way forward.
Hopefully these tips will help you get your recruitment process in shape for the New Year, when candidates are likely to start thinking about career goals and progression.
David Mitchell is a Senior Consultant on the UX team at Futureheads Recruitment. When not coaching businesses on how to improve their hiring process and helping them source UX talent, you can find him coaching Under 14s rugby.