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Creating A Successful Recruitment Plan


16th July 2020

There is not a one-size fits all model for recruitment. How you source and attract applicants to your job vacancies will depend on a variety of factors including your industry, role type, network, vacancy volume, in-house resources and budget.

Recruitment is time intensive and it's easy to make expensive mistakes. Business owners and in-house recruiters are concerned that remote working, social distancing and working from home can make the recruitment process even harder.

The good news is that whether you are recruiting in person, recruiting from a distance or recruiting for remote workers the key to success is the same: begin with solid recruitment planning.

Why?

Consider carefully why you need to add headcount to your business, this will be incredibly helpful when it comes to writing the job description. Is it a permanent need? Is the requirement a result of an upturn in business or to support an overwhelmed team? Is it a brand new role, the result of a reorganisation or because you are ready to delegate some of your workload?

What?

What work do you need to get done? What is the real job?

You'll never hire the right person if you can't accurately describe the job.

Be specific and honest when writing your job description as this is the information that candidates will use to decide whether they should apply for the role. It is also what you'll refer back to throughout the selection process. You'll never hire the right person if you can't accurately describe the job. Remember that it is not just about recruiting the best person for the role, but also retaining them in your business for the future. If their expectations are based on an unrealistic job description it's never going to work out well and you'll be back recruiting for the position before you know it.

Save yourself dozens of questions about salary, benefits and company culture by including this information in the job description and be very clear about the nature of the remote working too, including the hours of work, flexible working pattern and whether any time is required to be spent in an office environment.

If you are unsure how to make working from home effective for the longer term you'll find useful advice in our Working From Home guide to help you decide if it is right for your business. And, if you are looking for guidance on offering a role appropriate rate of pay take a moment to download our salary guide.

Who?

Think about what success looks like in your organisation and the type of person your business needs. Make it clear who should apply based on the behaviour traits, skills and experience you are looking for. Are you looking for skills to complement your current team for a specific project? Perhaps you need someone who is great at sharing their knowledge because you are adopting a new process or technology and, in addition to "getting the job done", you need someone with an aptitude for team development. Create a list of essential and preferred hard skills but don't forget that successful team work will require specific attributes, soft skills, emotional intelligence and communication too.

Where?

Advertise where your target candidates are. There's a myriad of online resources available to employers and job seekers, too many to mention them all but an overview includes:

  • Job boards
  • Job board aggregators
  • Freelance & temp labour sites
  • Graduate sites
  • Facebook Jobs
  • Linkedin
  • Google for Jobs
  • Social media
  • Recruitment agencies
  • Industry specific job sites
  • Press


How?

How you promote your organisation matters, even in a candidate rich market because every employer wants to hire the best people.

Consider how you compare to your competitors and how appealing your business looks online – one of the first things a job seeker will do is "Google" you. Make the process of applying for your jobs simple, making it clear how candidates can apply for your job, what teh deadline is for applications and what they should expect from your hiring process and the compliance obligations. This visibility is the best way to manage expectations and reduces the amount of time you have to spend answering the same questions over and over again.

Make it clear how candidates can apply for your job.

Recruiters can empathise with the work from home job seeker, and this can facilitate much better communication. And if you've downsized your team, a recruitment agency will enable you to up-skill quickly without adding fixed costs and internal headcount.


This post is part of our Guide To Remote Recruiting, the complete guide is available for you to download: TMM Recruitment Guide To Remote Recruiting.

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