Written by Kimberley Startup | February 14, 2013
It’s one thing if you are a long-established, major corporation that is looking to further optimise its staff recruitment processes with the help of an agency like webrecruit (http://www.webrecruit.co.uk). But what if you are recruiting your first ever employee? This is likely to follow a small company formation process that may have given you enough other things to worry about, and you may be wondering what the best basic guidelines are.
First of all, you’ll need to write your first ever job description, and this might seem simple enough, given that you will probably simply be entrusting your first employee with everything that you don’t have the time to do yourself.
It isn’t always that straightforward, though, as you’ll need to set clear boundaries with regard to their responsibilities and make your requirements realistic. There may be a certain set of skills that one employee can accommodate, for example, or you may require three different people for the same work.
If you need those several people, but can’t presently afford them, then you may consider getting some of the work done by a freelancer on an ‘as needed’ basis, while recruiting staff in other areas on a part-time basis, depending on how consistently their services will be required. There may also be specialist companies, such as accountancy firms, that you can outsource certain tasks to as part of a cost-effective package for the year.
It’s important to be resourceful when you are looking to recruit staff as a small business. That’s why, as well as finding the right recruitment agency to make use of its own extensive network for candidate sourcing, it’s a good idea to make the most of your own contacts.
Spread the job description through your contacts, and you may be surprised by who they might have already have been in touch with who has the perfect CV. Remember that so many of the best candidates are passive candidates, including those who might not often search online for jobs but are nonetheless interested in whatever new opportunity may arise.
Making your interview process efficient is also vital if you are a small business with limited resources. Recruitment companies like webrecruit can save you time with enhanced selection tools like video interviews, which can narrow down the list of people who you are considering inviting to an in-person interview. The more traditional in-person interview can rob you of so much time that you badly need at the moment to concentrate on your core business, so you might want to reserve it for the very best three, four or five candidates.
As well as experience and qualifications, you’ll need to be sure that the candidate that you are considering actually feels ‘right’ when you meet them in person. After all, you’ll need to be able to work alongside them every day, so don’t underestimate this part of the staff recruitment process – whether or not you choose webrecruit (http://www.webrecruit.co.uk) as your recruitment advertising agency.