Choosing the right people to join your organisation is critical and one that so many businesses get horribly wrong.

The true cost of recruiting, training, and losing staff is massive and that can be ruinous for small to medium sized companies. International recruitment expert Matthew Kelly says business owners don’t often take into account all of the costs that are involved: the lost opportunities for developing new business because of a lack of key staff along with a drop in productivity.

The following guidelines will improve your chances of recruiting great people every time.

Top Recruitment Guidelines

Treat recruitment and hiring as seriously as you would any other aspect of your business.

Create a company that people want to work for. Researchers agree that the best way to hire and keep top talent is to create a company culture where the best employees want to work, a culture in which people are always treated with respect and consideration.

Be involved in the entire interview process. One of the biggest mistakes small businesses make is handing over the interviewing process to someone else.

Start developing a ‘candidate pool’ now rather than waiting until you suddenly have a vacancy to fill. Develop relationships with employment agencies as well as recruitment officers from local colleges and universities.

Consider if it is possible for the job to be accomplished without having to hire someone new. Could you improve processes, get rid of unnecessary work, or divide the work up differently between existing staff?

Hire people who have done the same jobs in the same industry with other companies like yours. That way you can compare their past behaviour and predict how they will behave in the future. And you’ll know that candidates like these won’t need hours and hours of training – they can be productive immediately.

Don’t just limit your recruitment drive to people who respond to your advertisement. Use your network of business contacts and even customers to find great employees. Ask your customers to help with your search for fantastic candidates. They’ll be flattered to be asked. Ask colleagues and your existing employees to help in your search. Contact local training colleges and universities, as well as employment agencies, and any trade and professional associations that you belong to.

Don’t ignore your existing staff when you are recruiting. Always alert your existing staff to the fact that a position is available and if you do interview, treat them the same way you treat external candidates. It will make your current employees believe that their talents are recognised and appreciated. If you don’t hire internally, always let the staff who applied know why they were not selected. Provide feedback to encourage your employees to continue to develop their skills and qualifications. If you do hire someone from within your organisation, make the job offer in writing, outlining the responsibilities and requirements and salary details.

Whenever candidates apply for the job, acknowledge receipt of their applications. Let them know that you may be contacting them to invite them in for an interview. If not, you’ll keep their applications on file in case other opportunities arise within your company.

Be organised with your interviews. Have a standard list of questions that you ask every candidate in the same way so that you can better compare the answers from all candidates and to ensure that you conduct a fair interview process. Record each candidate’s answers to the questions.

Check each and every reference you receive. Be aware that references may not give you an accurate picture of the candidate – sometimes what is left out can be more telling than what is actually written.

Pay attention to your initial reactions to each candidate.

If an employee you hire doesn’t suit the position but fits into the company culture, try moving them to another position that would better suit their strength and experience.

Be very clear about your expectations of the role you are seeking to fill. Make sure any candidate your interview is provided with a detailed job description so that they understand what the job will entail.

Involve your existing employees in the recruitment process. This will demonstrate your belief in them but also strengthen their commitment to helping the new employees succeed.

Conclusion:

Given the enormous costs of recruitment, it’s well worth giving this aspect of your business your commitment.