Recruitment

Cath Ames has become the Editor of Your Business eZine (YBE) our on-line news platform.

YBE has been expanding since May 2011 and now needs a full time editor. Cath will bring her commercial and client care skills to the role of editing news and will also write features for our publication.

In a survey of 6,000 businesses, almost half (45%) said that it was very or quite difficult to find the right member staff for a position, according to the British Chambers of Commerce (BCC).

A statistic that we recently read and gasped at is that a mere 5% of UK businesses conduct any form of exit interview or study.  The same report highlighted that the vast majority of the 5% also conduct a standard interview with the departing employee, which is led by either the outgoing staff member’s line manager or with HR.

High Performance Consultancy are teaming up with Panacea Associates to bring you a 'How to HR' Workshop

You were inclusive and built a strong psychological contract and you’ve progressed your job offer through acceptance and now to a start date.  That’s great, but it’s the financial return from your new employee you really want, so how do you speed that journey?  Well employee induction plays a huge factor in making this a success.

Induction is absolutely vital for new starters. Good induction training ensures new starters are engaged, retained within the organisation, and then settled in quickly and happily to a productive role, adding the value you hoped to your organisation.

Graduates and professionals who are looking for work are finding a particular tough jobs market at the moment.

So you’ve gone through a rigorous process and made sure you’ve added to your knowledge about your candidate. You’ve made your decision and put a reasonable offer to your preferred choice of candidate.  Now what?

In our last blog we talked about the importance of consistency in your recruitment processes, which perhaps is the biggest single defence against possible litigation. 

The informed use of technology is a great way to institutionalise your improved process and ensure a level of consistency in the way applicants are managed.  Additionally, technology can dramatically reduce your administration overhead by automating much of the up-front data collection and processing.  This is especially true when some roles can attract many many applications.

The amount of new employment legislation over the past decade or so has created a potential minefield for employers.  Defending an Employment Tribunal claim can cost a business many thousands of pounds, not just in legal costs, but also in lost management time.  For a small business, the costs of defending yourself can even impact on the ability to continue trading.

In our last article we explained the added insight that is available to employers when looking to bring in new talent into an organisation and how a multi-faceted approach gains a much better outcome.   Our next focus is in exploring the real cost of recruitment, particularly the cost of poor recruitment and how these failures can be alleviated.