Unfortunately, regardless of what industry sector you operate in, hiring the right employee is a challenging process.

Hiring the wrong employee is expensive, costly to your work environment, and time consuming.  Here are some hints and tips to help you.

1. Define the job before hiring an employee

To do this you should create a person specification and job description.

What is a person specification? A job specification describes the knowledge, skills, education, experience, and abilities you believe are essential to performing the particular job.

What is a job description? A job description describes the duties, responsibilities, required qualifications, and reporting relationships of a particular job.

2. Plan your recruiting strategy

 Schedule a meeting with your HR Recruiter and Hiring Manager. During this meeting it is important to discuss the following;

  • Costs eg advertising/agency fees
  • The best place to advertise the role
  • Determine where to advertise the position to develop the most exhaustive candidate pool, including asking for internal referrals.
  • Determine who will interview the potential employees
  • Decide upon the candidate screening questions for the HR recruiter
  • Decide if testing will assist you to select the best candidate for the job
  • Timescales – closing date and interview date

3. Review credentials and applications carefully

Screen all applicants against this list of qualifications, skills, experience, and characteristics.

  • Read the customised cover letter. Look especially at what the candidate says they are looking for in their next job.  Is the statement customised to your job or does it describe any job in the world? Usually, unqualified applicants fail to write a cover letter. Choose, or choose not, to continue your CV review at this point.
  • Scan the CV to obtain an overall impression of the applicant. Look especially at presentation, spelling and grammar, and their attention to detail.
  • In the first skim, look for the easy-to-find qualifications. (As an example, if you are requiring a college degree, does the applicant have one?) If not, reject the CV or place it in your “maybe” meets qualifications pile.
  • Review the most recent employers and the applicant’s stated experience, accomplishments, and contributions. At this point, you should find significant cross-over between the applicant’s CV and your requirements.
  • Review your selected CVs against your criteria and each other.

Ask is there anything I should look out for as a cause for concern in a CV?

  • employment gaps
  • evidence of decreasing responsibility
  • evidence of a career that has reached a plateau or gone backwards
  • short term employment at several jobs, and
  • multiple shifts in career path.

 4. Pre-screen your candidates

The purpose of this is to assess the skills and personality traits of potential candidates, which is usually done via telephone.  Additionally, a pre-screening interview, gives you the chance to find out salary expectations and notice required.

5. Ask the right job interview questions

  • Questions about the applicant
  • Questions about their work experience and knowledge
  • Questions about why they want this particular job
  • Consider using competency-based questions

What is a competency based interview?

Competency based interviews questions can give valuable insights into an individual’s preferred style of working and helps to predict behaviours in future situations. Every job will have a set of key competencies, some of which are essential and others desired, but all are required to perform the job properly.

6. Be prepared to give reasons for rejection to unsuccessful candidates who ask.

For any further help with your recruitment process and techniques contact Solve today.

hospitality and human resources

hospitality and human resources

Working in your industry Solve. is aware that poor staff retention, persistent ER issues, lack of employee engagement and absenteeism is costing your business in terms of operational issues, loss of contracts, overtime and most importantly your reputation.

Does this sound familiar;

  • You’re starting to feel like your business has a ‘revolving door’, constantly having to advertise for new staff and spend time and money training them?
  • High levels of sick absence causing you stress?
  • Clients complaining about levels of service?
  • Sickness as a result of Alcohol and Drug related issues on the rise?
  • Grievances becoming more frequent?

At Solve. we help your business develop robust and practical HR policies that will help you manage your staff more effectively.  We can also support you to recruit employees who are the right fit for your organisation.

childcare staff selection and recruitment

childcare staff selection and recruitment

Working in your industry Solve. is aware that high quality care and the maintenance of service delivery is essential for your reputation. This means that the commitment of your care staff is crucial and their values are your competitive advantage. However, with turnover now averaging 14% (an increase of 2% on the previous year); attracting, sifting and selecting for the right employees has never been more critical.

Does this sound familiar?;

  • You place an advertisement for new nursery staff and are inundated with responses from completely unsuitable candidates
  • You need staff who demonstrate the key values of care, commitment and integrity but have no idea how this fits into your selection process
  • You’re starting to feel like your business has a ‘revolving door’, with the number of staff joining and leaving within very short timeframes
  • Parents are starting to complain about the lack of consistent care

At Solve. we can help make your Recruitment and Selection challenges a thing of the past and strengthen your business with the introduction of up to the minute tools and techniques that will ensure you attract, select and retain the best in the business.

Thanks to modern technology it is becoming increasingly easier to search and find candidates that match the skills, qualifications and experience required for a role i.e. the ‘hard skills’ but what about the so called ‘soft skills’? It’s easy to forget these hidden factors such as social cohesion, personality alignment and interpersonal value tolerances. Whilst a candidate may have the necessary hard skills to fulfil the role it is also important to find out if they have the soft skills required to fit in with your organisation’s culture.

There are a variety of personality tests available to assess candidates. At Solve. we use the Thomas International PPA test to assess candidates work behaviours. The PPA can also be used to indicate the impact that a candidate may have on an existing team i.e. what will they bring to the team and will they fit in.

By assessing soft skills as well as hard skills an organisation will benefit in a variety of ways:

1. Creates a more cohesive team that work well together.
2. Better staff retention
3. Reduced recruitment costs as result of having to recruit less frequently
4. Greater job satisfaction for employees
5. Improved efficiencies
6. Decrease in ER issues

Employer Right to Work Checks

Accurate right to work checks are mandatory if employers wish to avoid a financial penalty or, at worst, a prison sentence. Are you being compliant and getting the checks right?

The check is simple:

Obtain the individual’s original document(s) – Acceptable documents are contained within the Home Office’s guidance on right to work checks, and are updated from time to time, so always ensure that you are looking at the latest version of the guidance

Check the document(s) in the presence of the individual – You must physically hold the documents. If the document is false, you will only be liable if it is reasonably apparent that the document is false. Make sure the person in front of you is the person pictured and described in the document

Make and retain a clear copy of the document(s), including a record of the date you carried out the check – You can save the documents electronically or in hard copy, in colour or black and white. Just make sure you know where the copies can be found. There is no need to sign the copy. Copies should be kept for two years after the individual’s employment ends

If you are found to be employing an illegal worker, and you have not carried out the correct right to work checks, you could be fined up to £20,000 per illegal worker.

If you are found to have knowingly employed an illegal worker, or if you have reasonable cause to believe an individual is an illegal worker, you risk an unlimited fine and up to five years in prison.

You should ensure that your organisation has a robust process in place for carrying out right to work checks and that those responsible understand the potential consequences of getting it wrong.

Training relevant staff regularly is key. It may also be helpful to carry out an audit from time to time to ensure that your organisation is compliant.   If you require any help with this please contact Solve

Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming.

Hiring the right employee, on the other hand, pays you back in employee productivity, a successful employment relationship, and a positive impact on your total work environment.

• Define the job before hiring an employee.

• Plan your employee recruiting strategy.

• Review credentials and applications carefully.

• Pre-screen your candidates.

• Ask the right job interview questions.

Solve HR can provide you with full cycle recruitment services, if you have any queries please contact us.