Before you start recruiting…

Little excites us more than a client giving us the go on a new project. The message is usually “get this done fast” and off we go, all guns blazing. For the most part the project runs to plan, and the requirement is filled within timescales; however from time to time things get held up. We do all that we can to try and prevent this, but here are a few things that employers can consider and make sure they have sorted before setting recruiters off frantically on their mission to ensure the smooth running of a project.

• Know what the job is. Nail down the job specification; although it’s great if you have fluid and flexible roles in the company, a vague spec is a friend to no one. It’s very difficult for us to sell the job to prospective candidates if we can’t actually explain to them what they will be doing. Also, once the spec is confirmed and given to us, be aware that if you decide to change it, it will lead to delays in the process – the more the goal posts move, often the longer the delay. Don’t panic if you do find yourself a little unsure of the spec though, we can help you confirm this in a Job Spec meeting.
• Know what you want. If you don’t know what you want it’s difficult for us to find it for you! Try to decide on a list of must-have qualities and experience, and a list of nice to have qualities and experience. Again, make sure you have considered this carefully as changing your mind can lead to delays. Don’t forget that you can ask us to run a research project within the market and salary surveying prior to starting recruitment to make sure you have all the information you need.
• Run your internal recruitment process first. Even if you’re sure that no-one will apply, even if you’re sure that there is no-one suitable. All it takes is one person to apply during our external process to cause a delay in the project, a delay that can mean losing the best possible candidate for the role to a different project. Also, no matter how sneaky and stealthy we are in our job posting, we can’t guarantee that one of your employees won’t find the ad and work it out, much better for your team morale if they find out about the position from you and feel they’ve had the opportunity to have a crack at it if they wish, than finding out through us and feeling overlooked.
• Get sign-off. If you don’t have sign off, we can’t start work. No matter how desperate you are for this person to start and how convinced you are that you will get approval. Changes in available salary/rate and stop-starting projects when angry HR Managers find out we’re adverting without their prior knowledge can damage your chances of finding the right person, and damage your credibility with candidates.

If you have all of these things in place then you are giving yourself, and us, the best possible chance of filling your vacant position!