Third Phase Coaching | How to structure a recruitment campaign
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How to structure a recruitment campaign

03 Nov 2017, by Dave Paton in Harrison

 

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One of the reasons that people get their fingers burned when taking on new staff is they are recruiting under huge time pressure. Perhaps someone has left suddenly, or new contracts have increased the workload. But you need someone now!

What happens then? We look for an instant fix for our problem. We ask staff for recommendations, we try to poach someone we like from a competitor. Or we ask our friends or family to join the team. We certainly don’t take the time to carefully assess the candidates. So quite often that hire doesn’t work out – and it’s back to square one. If we’re honest, we know it’s all our own fault and we vow to prepare better next time.

The purpose of this blog is to help you understand what you need to have in place so these problems don’t occur – and then take 75% of the burden of recruitment off your shoulders.

First the bad news. A well thought out recruitment campaign will take, on average, six weeks from identifying the vacancy to shaking hands with the successful candidate. You’ll then have to add on any notice period they have to serve – and probably the two week holiday they’ve already got booked! But lets assume you’ve planned well in advance this time. What does recruiting involve?

There are four phases. Developing the job formula for the post. Timescale – 1 week
Launching the campaign and assessing applicants. 3 weeks. (That allows candidates who are away on holiday the chance to apply)
Draw up the shortlist. 1 week
The interview and appointment process. 1 week

The really good news is that your direct involvement can be reduced considerably if you use our Harrison Assessment Recruitment methodology. A half day in phase 1, half to one day in total for phase 2 and 3 combined (depending on the number of applicants) and between a half and one day for phase 4.

To achieved this you work with a consultant who develops the required documentation (which can be used again and again if this is a regular vacancy for you to fill) and agrees with you the parameters of the campaign, which is then set up electronically.

You’ll have made arrangements for the link to an on-line questionnaire to be posted in appropriate places. After that we’ll handle all the candidate notification, system monitoring and collating involved. You don’t even have to read a single CV before the short-listing stage!

If there are multiple vacancies or an extensive short-list we’ll even coach your interview panels in how to use the pre-developed interview guide to ensure you get comparable results from every panels.

So how does this compare with other methods of recruitment?
It measures candidate suitability for the specific role they are applying for.
It provides a clearly scored comparison of all applicants.
Ineligible candidates are notified automatically as are all other applicants.
Your company reputation is boosted by the way you treat those who apply.
It treats every applicant absolutely equally.

Best of all, the likelihood of you appointing the right candidate jumps from no more then 50:50 using traditional methods to 95%. 9 out of every 10 people you appoint will match the needs of the job you’ve offered them!

And on top of that it’s cost effective. Lets say you have 10 applicants and you decide to interview four of them. Campaigns start at £950. That’s for the campaign – not a single vacancy. And the same campaign can be used repeatedly for about £600 each time.

If you’d like to know more about the modern way to get round pegs for your round holes go here

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