When choosing your recruitment consultancy, look for professionals who are willing to invest their time in understanding and becoming part of your business. Ensure they are an expert in your sector, someone who will go the extra mile to source or headhunt the very best candidates. Make sure the consultant you are working with also has the necessary tools to do this, these include access to major job boards such as Reed.co.uk, CV Library, Cambridge Network and many more.
Work with a consultancy that is industry accredited and affiliated with governing bodies, such as the Recruitment and Employment Confederation (REC) or the Institute of Recruitment Professionals (IRP). Before committing, enquire as to whether the agency holds their Information Commissioners Office (ICO) certificate enabling them to securely handle both candidate and client data.
When writing your job advert consider that at this point your role is coming to life and needs to attract the right applicants. You are looking for quality over quantity, it’s always better to have 20 suitable responses than 500 poor or irrelevant CV’s. Keep it simple and follow these basic rules:
Used when you wish to look into the candidates working history. Key things you might cover in this interview are: work history, education, training, work cultures, mobility, flexibility and personal motivation. This style develops a comprehensive picture of an individual and is most commonly used by organisations.
Used when the interview needs to determine specific behaviour, characteristics, knowledge or skills required to perform successfully in a role. Key things to cover in this style of interview include knowledge, skills, and attitude. A competence based interview is most beneficial when being able to perform the specifics of the role is more important than the candidate’s personality aligning with the company culture. This interview style is less commonly used on its own and often undertaken after a biographical interview.
Involving a day, or more, set aside for a team of your staff to interact with a selection of candidates invited to attend. Often lasting all day, the activities may include icebreakers, in-tray exercises, group problem solving, role plays, presentations, psychometric questionnaires and one to one interviews. These often result in a guaranteed offer to one or more candidates and can be an excellent method of selection, particularly for larger organisations or when more than one position is up for grabs.
Held with one interviewer and candidate. This is where biographical or competence based interviews are conducted. One to one’s are easy to organise and can make candidates feel more relaxed. One of the most common interview styles and excellent for gaining information and insight about your candidate.
A panel of your staff interview an individual candidate. Often used with both the competency and biographical interview type. Particularly useful if various employees or departments will be working with the potential candidate. This method can, at times, be intimidating for the candidate but does offer effective results to employers.
Conducted as a one to one or a conference call if more than one interviewer is required. Telephone interviews are great for pre-selection and to reduce a candidate list. Offering quick results and an opportunity to decide if you wish to proceed further with minimal time wasted.
Busy Bee Recruitment are able to provide written advertisements and interview guidance on a more in-depth level, please contact us if you feel this would benefit your organisation.