January is a natural time of reflection for many people. The new year signifies the start of a new chapter, and for some, a new career.
Whilst you are likely thinking about the year ahead for your business and who you would like in place to help it succeed, others may be considering their own options and seeking out new opportunities for a fresh start. In fact, a staggering 86 percent of 21 to 40-year-olds recently revealed feeling at a crossroads in their professional lives.
With talented professionals on the move, now is a better time than ever to revisit your recruitment strategy and make sure that it is fit for purpose in 2020. Do your current recruitment processes consider upcoming changes to legislation or the latest needs of job seekers?
An important first step is to stop and take stock of what, or rather who, is already in place. Before you begin recruiting for a role, consider if it could be filled by an existing employee. Offering promotions can boost morale and keep good employees in your business. You’ll still need to edit their job description or create a new one. And think about how the change might affect others on the team.
If a vacancy can’t be filled in-house, it’s time to think about how you will attract the right applicants. We know from experience that candidates are not just considering salary anymore when seeking their next opportunity. There are a multitude of factors that can influence the decision-making process when applying for a role. Flexible working and environmental responsibility are just some of the hot topics that applicants will be looking for from prospective employers in 2020. Does your offering stand out from the competition?
3.Selecting the right person
Your new hire will need to meet your required job specification and be a good fit for your company culture. When planning your interview questions, make sure you address the skills and experience required to do the job. And have a think about including some questions which discuss personal interests and hobbies. If you have a few good candidates and face a difficult decision, there are additional ways to filter them. For example, implementing second stage interviews or psychometric testing.
4.Bringing them onboard
If your chosen candidate accepts an offer, you’ll need to make sure that all the correct paperwork is in place before their first day. This not only shows your newest employee that they are entering a professional and organised environment, but also forms part of your legal obligation. An important legislative development to be aware of this year involves changes to written employment particulars from April 2020. This will become a day one right for workers and employees, so it’s vital to be prepared.
Did you know that employment law applies even before hiring an employee? From job adverts to interviews, the recruitment process is bound by discrimination and data protection laws. Discrimination claims can result in crippling fines and require no length of service. Whilst mishandling of candidate data can see you on the wrong side of employment law. If managers are collecting CVs and conducting interviews for you, are they aware of the risks involved? A robust recruitment policy can ensure that all senior staff follow the correct procedures.
Peter Jones runs the HR Dept in Swindon and Wiltshire www.hrdept.co.uk/offices/south-west/swindon