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Recruitment

If after considering all the options you still conclude that you need a new employee you need to clearly define what you are looking for. A detailed job description should be compilied. This will assist in identifying the right person and will also form part of an individuals contract of employment. You need to also consider what skills, experience, attributes and characteristics are required for this position you are recruiting for.

You need to choose a method of recruitment. There are various methods available.

  • Recruiting Internally – initially many employers look to recruit from internal personnel. The big advantage is that you know the candidates existing track record and they know the way the company works. It is also good for staff motivation to promote staff within. The cost of recruiting are avoided. However, this may simply create a vacancy somewhere else within the business.
  • Placing advertisement – advertising in a relevant media can reach the right candidates. However, you may have to be prepared to receive a large number of responses to your advert. Advertising costs can sometimes be high depending on the media.
  • Using recommendations - friends and colleagues can provide contacts with potential candidates. This can prove to be a good informal source and does not involve a cost. However, you may have to deal with any potential problems that could arise from rejecting a candidate.
  • Using local government agencies and colleges – these can provide a good source of candidates for entry level jobs not necessarily requiring experience.
  • Using Agencies – agencies will shortlist numerous candidates that should have already been matched to your specific requirements. However, the cost of using agencies tends to be high.

When you receive applications it is a good idea to process these as quickly as possible. From your detailed job description identify what are the minimum requirements. Then start broadly filtering through each application splitting between “unsuccessful” , “possible” and “for interview”. You should send a professional and polite letter to all those candidates who have been unsuccessful. If you have many candidates selected “for interview” it is unlikely you will revisit the “possible” candiates. “Possible” candiates can be revisited if you have a very limited number of “for interview” candidates.
The objective is too draw up a shortlist of candidates to interview.
 

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