Jaluch Limited

• Invest time in creating a relationship with a recruitment agency – online or traditional. What can they offer you that others can’t? Find out their views on what works and what doesn’t.
• Remember that for most organisations this isn’t just about advertising a job and waiting for great candidates to walk through the door, so what are you going to say or do to make yourself an employer of choice – a business that really stands out from the crowd.
• Have you thought about taking advantage of professional social networking for a wider access to candidates?
• Create an online jobs board on your company website. Potential candidates may be on the browse!
• Benchmark salaries in line with what your competitors are offering and don’t just plump for paying over the odds to get in the person you really like as experience tells us that this could cause you major problems down the line.
• Decide whether you will actively discourage or encourage your managers to do a bit of ‘Googling’ or Facebook research to perhaps provide a fuller picture of your applicants!
• Don’t make the recruitment process too predictable. Think about how you’re really going to test your candidates at first and second stage interviews – stretching questions, ability tests, phone interviews to check telephone voice, pre-prepared presentations to put them on the spot, and if it’s relevant to you why not test the really basic stuff such as grammar, spelling and the ability to add up!
• Consider the use of online intelligence testing or psychometric profiling – Jaluch can help with this!
• And finally – check you know your stuff on the asylum/immigration legalities, there’s no point in making silly, expensive errors.

If you’d like support in any of the areas mentioned above, please do not hesitate to get in touch.