Guest blog from IScreenYouScreen
With the job market fiercer than ever, you only need to put out an advert and within hours you will have hundreds of applicants with all the relevant qualifications, but how do you pick the right one? There are many factors you need to consider before you decide to expand your team. They need to possess the right qualifications as well as being able to represent your company professionally. Once you find the right employee the impact they can have on your business can be lifechanging. They can boost office morale and achieve greater productivity.
If you’re looking to hire someone to expand your team, you need to give yourself plenty of time. If you don’t, you may end up making a mistake and hiring someone that doesn’t agree with your colleagues or work ethics.
What is reference checking?
Essentially, a reference check is when an employer contacts a potential applicant’s previous employers, educational background and qualifications before offering them the role. However, this can be rather time consuming and not as thorough as desired.
The correct steps that should be taken to ensure are as follows:
- Refine what you’re looking for
The more concise you are in your job description, the more refined your applicants will be. Look at your company from an outsider’s perspective and ask yourself these questions:
– Where are you hoping to be in 5 years?
– What are your staffing needs looking like?
From this, pinpoint what the key tasks of the role would be, think about the personality traits you’re going to want to fulfil this role. Make these desires clear when creating your job description.
- Research competitive salary rates for your industry
When advertising for a job role, you’re going to need to include the salary you’re willing to pay. Does your business host any other benefits such as flexible working? If so, include that too. You’re wanting to find the right people, but at the same time you have to make your job sound appealing to potential candidates.
- Select the best CV’s and call them in for an interview
The next stage is calling the candidates and inviting them in for an interview. Again, be sure to ask them questions specific to the role, you need to ensure that they will add value to your company. It’s also recommended that you interview candidates with more than one person if feasibly possible as it will help prevent unintentional bias as well as gain an outsiders perspective.
- Reference checking potential employees
You may decide to do this either before or after you’ve interviewed candidates. As aforementioned, you need to make sure your new employee will represent your business professionally.
How will you go about this?
It’s more than likely that your HR department are manually sorting through your candidates. But, how can you make sure that they’re being as productive as possible? More often than not, the methods used by HR departments are costly and ineffective. You should not have to compromise on your employees’ due to an unsuccessful system.
IScreenYouScreen can not only save you time and money but it also prevents you from hiring an underqualified candidate. The system provides employers with access to a large database of other companies’ HR departments, educational institutions, benefit offices etc. making the overall process of hiring efficient and cost effective.
If you would like to find out more about IScreenYouScreen, contact them on 0844 225 9781.