We keep hearing on the news and reading in the press about the increasing number of skill shortages here in the UK.
Even if this trend is not affecting your business just yet, the larger the pool of candidates you have to choose from, the more likely you are to find some real 'gems'.
So, what are the best methods to find good candidates for your vacancies, and how do you decide which to use?
Your choice is likely to be determined by how busy you are yourself, how much you can afford to spend in money terms, how fast you need to find them and how scarce the people defined by your Job & Person Specs actually are.
Here are 10 options you could consider:
However, the seemingly ‘free’ options have a hidden cost in terms of time, and you have to ask yourself what price you put on your time?
Whichever option you choose, there will always be an investment in both time and money for your recruitment.
Filter the applicants
Whichever method you use to find suitable candidates, you’ll (hopefully) soon have CV’s and a list of people from which to choose.
CV’s hold a lot of confidential, valuable and detailed information, and as recruitment professionals dealing with CV’s every day, we know that after reading a few it can become difficult to recall the important details for all candidates! So how can you manage all this data?
Different people work in different ways and there are professional software packages available, but one simple and practical way which anyone can adopt is to prepare a ‘matrix’ on paper or use a spreadsheet to list the essential brief details for each applicant.
You can arrange the matrix with as much or as little information as you like, but as a minimum, I'd suggest you include at least the following headings:
A Word of Caution!
Ensure that age, gender, race, religion and other illegal discriminatory notes are not included in the matrix or used as part of your selection process. Be aware that if there is a complaint from an unsuccessful candidate who suspects illegal discrimination, you may be asked to justify your selection decision.
In these circumstances, your non-discriminatory matrix may be useful supporting evidence of a valid selection process.
As you read CV’s and add applicants to a matrix, it becomes easier to see at a glance which are the stand-out candidates, and to refer back should you need to refresh your memory at any time.
If you’d like a sample spreadsheet template, you can download one here: http://www.theworkpoint.net/supportingdocs.html (NB. it's the one on the right)
The next step
Once you've identified candidates who appear to match your requirements and you've selected the best ones, you'll need to check them out in more detail. Checking their capability is a big subject in itself with many options available to you, and in the next bulletin we'll take a look at some of those options