This week we have a guest blogger, David Ford from New Point Recruitment. David Ford is an experienced recruitment specialist. With over 12 years local recruitment experience and qualifications in HR (Diploma of Human Resource Management) and training, David has a strong focus on delivering recruitment services from a human resources perspective, ensuring the right team fit and encouraging growth within your organisation. David’s topic is how can you hire the right way.
Image courtesy of renjith krishnan at FreeDigitalPhotos.net

Image courtesy of renjith krishnan at FreeDigitalPhotos.net

We all enjoy recruiting great staff for our team however it can be a difficult task to find the right one. You put a lot of effort into the recruitment process, write a good job advertisement, and have great interview questions but what else should you do to find the right person? We have come up with the top 5 things that have further assisted us save time and find the right person. 1. Check social media That’s right – check Facebook and LinkedIn in particular. It’s not an invasion of privacy if the profile is kept public rather than private. The golden rule with Facebook is to take a lot of posts on there with a grain of salt. We could dedicate a whole blog to this alone. One thing in particular is patterns of use – if employing a receptionist that is constantly updating their status; do you think that they will stop this if you employ them. Also, are you about to hire a Business Development Manager that doesn’t have a LinkedIn profile? Why? 2. Maintain a speedy process Applicants can go cold very quickly. Think like an applicant – you see the role advertised, it ticks all of your boxes, you apply, get the call, go to interview and hope to have a speedy response as you are really interested in the job. We know of quite a few companies that have long and protracted interview processes that just put applicants off. In the meantime, another application they submitted has gone quickly and they have accepted the role before you even get a chance to say ‘Can we check your referees?’. 3. View claimed qualifications Some applicants claim they have completed courses on their resume but have actually only completed units of the course or Degree. It’s also interesting to find out how a person completed the course – was it all RPL’d (recognition of Prior Learning) or did they sit actual class time and learn the fundamentals rather than just be ticked off by a training provider. If it is important to you, it is a good exercise to conduct. 4. Referee Checks Not all referee checks are positive. We have had some very interesting ones in the past that were far from ok. Keep the rule that it should be from a direct supervisor as a minimum and not be too old. We reference check after interview as the interview itself can raise ‘red flags’ that we can further investigate in a referee check to be sure that we have an accurate view of the candidate. 5. Interview with a colleague Everyone’s opinion is different and it is ideal to have a colleague in the room with you to form their opinion. Some skilled interviewees say all the right things and gloss over what they don’t know. Have another person take notes and ask questions to form an accurate record of the interview, their personality and their demonstrated experience relevant to the role. Enjoy the recruitment process! If you aren’t already using some of these processes above or not using them properly, give them a try and see what difference it makes to your hiring. We can always guide you on this so that you are interviewing carefully screened applicants. It should be enjoyable and not frustrating for you. If you would like more information about our process and how it could assist your business, feel free to email or call us at any time. We would be happy to share this with you. New Point Recruitment can be contacted on Phone: 1300 558 979 or New Point Recruitment 
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