Guinness
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| posted on 1/6/07 at 07:04 AM |
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Recruitment Process
I need to recruit someone, and I've never done it before!
I'm looking for an overview of the process, but the web isn't being much help.
I'm guessing at this:-
1. Write a job spec, outlining duties, qualifications, experience etc.
2. Write the advert, put it in paper.
3. Wade through responses.
4. Invite best to interview.
5. Prepare interview questions.
6. Interview candidates.
7. Review interviews.
8. Make an offer.
9. They accept.
10. Appoint them.
11. Write to un-sucessful candidates.
The cost of putting the ad in the local paper varies according to the size. The smaller advert means I can only get some information I want in (which
I'm guessing will end up with me getting lots of returns but a low percentage of which will be exactly what I want). The bigger advert, which
costs more will allow me to explain what I want more accuratley, but will I get a better range of candidates.
Anyone who has any experience want to offer any pointers?
Already pretty much decided against using a recruitment firm.
Thanks
Mike
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TimC
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| posted on 1/6/07 at 07:08 AM |
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That looks ok to me. Just bear-in-mind that you cannot even infer any preference in terms of age anymore i.e. to ask for 5 years experience is a bit
dodgy because a 16 yr old is immediately excluded.
It's fuggin' ridiculous but that's the way of the world these days.
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Guinness
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| posted on 1/6/07 at 07:10 AM |
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Thanks
Forgot to "take up references"
Should be around 9 1/2?
Mike
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speedyxjs
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| posted on 1/6/07 at 07:11 AM |
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All your points look pretty good  Try to get as much info into your advert as you can to stop your and their time being wasted.
Out of curiosity what type of job is it?
How long can i resist the temptation to drop a V8 in?
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Guinness
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| posted on 1/6/07 at 07:16 AM |
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Interior Designer
Mike
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Pants On Fire
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| posted on 1/6/07 at 07:19 AM |
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For a reasonable fee you could employ the services of a vetting agency. You need the candidates permission (written) to investigate their past.
They'll check criminal records, qualifications, work history, credit record and right to work in UK/EU.
You'd be surprised how many people make stuff up in interview and on their CV, imagine if the person you hired wasn't eligible to work in
UK.
Yes, I am an agent of Satan, but my duties are largely ceremonial.
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Macbeast
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| posted on 1/6/07 at 07:26 AM |
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I check references before offering job.
Recruitment is a minefield, particularly at the interview stage. For instance you can't ask a female candidate what would happen if she got
pregnant unless you ask the male candidates that too.
Don't forget to include in the advertisment " Applications from disabled black Irish lesbian asylum seekers will be given priority "
Oh, and it doesn't really matter what you put in the advertisment: the majority of the replies will be from totally unsuitable people who
haven't read beyond the first line. You might like to consider just contacting your local jobcentre - I think they put vacancies on their system
free of charge.
And yes, everybody (including me ) lies on their CV.
[Edited on 1/6/07 by Macbeast]
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kendo
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| posted on 1/6/07 at 07:30 AM |
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Be choosy!
What I'd suggest is that you map out for yourself the qualities and competancies you are looking for in candidates (not necessarily things
you'd put in the ad) so that you can make a subjective judgement.
Also, don't just employ the best candidate that applies! If they are not quite what you are after, even if they are best of the bunch, you are
better off sticking it out until you get the exact fit you are after.
Another also, make sure you pitch your advert in the correct media to attract the type of candidate you are after. Elle magazine might be dearer than
the local free sheet but you might be more likely to get the right type of applicant.
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mackei23b
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| posted on 1/6/07 at 07:32 AM |
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Heres my advice........added a little more
1. Write a job spec, outlining duties, qualifications, experience etc.
(Think about personal qualities as well, will they fit in etc.)
2. Write the advert, put it in paper.
(Be postive, your selling your organisation, recruitment is about attracting as many people to the post, while selection is about you making the
choise)
3. Wade through responses.
(Again use the person spec as your guide, but I guess this is not news to you)
4. Invite best to interview.
(Normally a weeks notice min)
5. Prepare interview questions.
(Think about the key attributes you want from the candidate and ask them to give real examples of how they can demontrate what they have done in thier
previous role - 'A compency based interview' . Again ask about thier notice period.
6. Interview candidates. (Again use the person spec as your guide, but I guess this is not news to you, 4-6 candidates max)
7. Review interviews.
(Make sue you take some notes!)
8. Make a provisional offer subject to references. (Note references - you should ask specific questions, for example there work performance,
attendance at work, you don't want to hire somewone who has a high sickness absence. Get a reference from the current employer, while they are
not legaly bound to provide one, if they do the information must be correct or it leaves them open to court case!)
See ACAS website site for letter of offer, should state basis terms and conditions and will form the contract of employment if no formal contract is
drafted. It should include pay, holidays, sick leave, pension (stakeholder)
9. They accept.
(Get written conformation)
10. Appoint them.
(suitable induction - on the job training etc)
11. Write to un-sucessful candidates - (be prepared to give feedback why they were not successful)
12. References: (you should ask spoecific questions from the previous employer, e.g. perfoemnce , skicknesss absence as you don't want to
recruit someone with high absence. While the employer does not need to give a reference, if they do they are legally bound by what they say)
[Edited on 1/6/07 by mackei23b]
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TimC
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| posted on 1/6/07 at 07:33 AM |
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Yes - definately set high standards.
Also, make sure that you choose someone who will fit the culture of your organisation.
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Pants On Fire
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| posted on 1/6/07 at 07:35 AM |
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On the age discrimination thing, you can't say things like 'young, dynamic' to describe your company.
Also if you have an on site shop at your premises for example it can no longer sell birthday cards with ages printed on them, just plain old Happy
Birthday I'm afraid.
Yes, I am an agent of Satan, but my duties are largely ceremonial.
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MikeR
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| posted on 1/6/07 at 07:36 AM |
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talk to your local job centre - i'm sure they'll be able to offer some assistance.
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PeterW
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| posted on 1/6/07 at 07:57 AM |
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I have to say this is probably one of the best ads I have seen in years...
Job Advert
Try and get something across about your company, and what its like to work for. If its for an interior designer, why not ask them to produce a 1 page
brief for a sample room..? At least you would know they could do that as a start..?
Cheers
Pete
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caber
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| posted on 1/6/07 at 08:34 AM |
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Try asking around friends, family ,colleagues reps who go around other companies, word of mouth is very useful particularly for more specialist
positions. You have to do the rest that has been outlined above but you can go straight to interview for any recommended candidates as long s they
have sent you a CV
It's a difficult job getting the right people! good luck
Caber
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novacaine
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| posted on 1/6/07 at 10:14 AM |
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remeber that interviews arnt the only way of doing things, admittedly its the most common way of doing things but you can always try the "role
play", where you put them in a situation where you put them in a situation and then ask them what they would do, (this theoretically costs no
more than a normal interview) or you could try the more expensive option but for an interior designer it may well be useful, you could give the best
candidates (probably decided by interview) a chance to show you what they can do, for example you give them a design breif (just like you would do if
they were acctually working for you) and see what they come out with, this is more expensive but it would at least show you what that person is
capable of.
And you run and you run to catch up with the sun but its sinking, Racing around to come up behind you again, the sun is the same in a relative way but
your older, shorter of breath and one day closer to death
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scottc
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| posted on 1/6/07 at 10:38 AM |
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When the wife wast interviewing for web designers, they'd be set a task to produce an e-commerce shop or something like that (in their own
time!) and to bring it with them at their interview. After the interview this was then picked apart, to get a true idea of the applicants ability.
Don't know how well this would translate across to an interior designer though.
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iank
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| posted on 1/6/07 at 10:43 AM |
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Mike,
If you post the job ad on here when it's done I'll point it to the missus. She's on a bunch of forums full of creative types.
Bound to be an interior designer or two floating around.
Worth considering sending the details to local colleges that do interior design courses.
I'd send the candidates a brief a couple of days before the interview and see what they come up with. The only thing to remember about
interviews is past performance is the only measure. It's not hard for them to BS about what they think you want to hear.
Finally to Macbeast: Not everyone lies on their CV, I don't 
--
Never argue with an idiot. They drag you down to their level, then beat you with experience.
Anonymous
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Tiger Super Six
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| posted on 1/6/07 at 10:44 AM |
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If you are placing an advert in the papers then request that is is a Black Background with White Writing.
This is what we do and strangely there is no additional cost!
You will be amazed at how much more your advert stands out than any of the others, regardless of size!
Mark.
Mark
Tiger Avon
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Coose
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| posted on 1/6/07 at 02:21 PM |
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7.5 - Interview the best ones again. A second look is always worthwhile!
Be very careful though, and make sure that you can read past the nervous bullsh1t - I was once bitten by someone who I gave the benefit of the doubt
and it still haunts me!
Spin 'er off Well...
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iank
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| posted on 1/6/07 at 02:29 PM |
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7.6 if there's no one you think is up to the job go back to 2 or 3.
Don't be tempted to pick the best of a bad bunch, it's not fair on you or them.
--
Never argue with an idiot. They drag you down to their level, then beat you with experience.
Anonymous
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DarrenW
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| posted on 1/6/07 at 02:53 PM |
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Nigel Wright??
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iank
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| posted on 1/6/07 at 02:59 PM |
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Agencies should be a last resort unless you burn £50 notes for fun in your spare time.
(not that I've had bad experiences using them - in either direction you understand  )
[Edited on 1/6/07 by iank]
--
Never argue with an idiot. They drag you down to their level, then beat you with experience.
Anonymous
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Guinness
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| posted on 1/6/07 at 03:59 PM |
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Thanks for all the tips guys. Going to work on it over the weekend.
Mike
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