Hiring the right person for the job can be an expensive and time consuming process. The last thing that you want to do is hire the wrong person as a result of looming deadlines, or the growing pile up of work breathing down your neck. Careful thought and planning must go in to ensuring you hire the best possible candidate for the role and for the business.
Whilst this may feel like a daunting process, don’t fear! We have enlisted the help of KWIB ambassador and recruitment specialist Andrea Starbuck from Ten2Two, to coach you through it!
- Develop an accurate job description. A good job description is an important building block for a successful employee and with a part-time or flexible job it’s no different. This will help you identify what elements of the job that might affect the number of days, hours and format of the flexible pattern.
- Define the flexible format. There are a variety of formats that offer flexibility to the employee whilst reducing costs to the employer without compromising on delivery or quality. Flexible working can come in all shapes and sizes; with some candidates preferring a 9am-3pm day, or full days from Tuesday to Thursday, whilst some prefer a nine-day fortnight!
- Estimate the volume of work. If the job already exists but the scope or workload has changed you may be able to estimate how many hours a week or month is needed for the new part-time hours. If you’re unsure, make this a conversation you have with candidates throughout the interview process.
- Make sure it works for the team. You should think about how the part-time presence of a new employee will affect the productivity of the rest of your team. Discuss the flexible format and the reasons behind it with the team in advance of finding your new person.
- An obvious one – Don’t forget to recruit the right person for the job. Remember that the competency, experience and personality are more important that the hours the candidate can do.
- Choose a candidate that really wants flexible work. The recession has driven some unemployed people to take on part-time roles while they seek a full-time position, and upon their appointment to a full-time role, resign their part-time work. There are thousands of highly skilled and talented people that only want part-time work.
- Take advantage of the talent available to you. The combination of a rewarding job, a reasonable salary, family-friendly hours and a convenient location mean employers can attract a higher caliber of experienced people than they expected.
- Get the Terms and Conditions right. Determine what benefits are associated with the flexible role before you interview or offer the job. It will make induction and early stages of much easier, whilst providing clarity and transparency that both employers and employees require.
- Agree to review future flexibility options. Often, after the first few months of a new role the requirements of the flexible job require slight adjustment. If this is clear from the outset and both the employee and employer recognise this possibility you can prepare for it in advance.
- Prepare for the interview. Some employers have concerns over the balance of family and work and how this might affect flexible workers reliability. A well-managed interview allows you to investigate a candidates desire for the role, and the strength of their capabilities.
You may know how to interview, but do you know how to do it well? Here are 8 top tips designed to help you champion the recruitment process:
- Set the right interview questions. Sit down and work out what qualities you’re looking for, and make sure that every question relates back to the role in hand.
- Preparing for the interview. Start by creating the right impression before you’ve even met the candidates. Is your interview process ready; are all the appropriate people available to sit in? Have all the people that are sitting in on the interview been fully briefed on what you are recruiting for, and what to focus on?
- Structure your interview. Is your interviewee aware of your recruitment process, do they know who they will be seeing, and over what time period? Will you just do interviews for candidates or maybe something else? For example, if you are hiring someone to do data analysis then why not ask them to show their excel skills?
- Don’t put candidates off. Don’t set too many rounds or tests within the interview, if you’ve done your job well in the first place, you should be left with a good idea of who your strongest candidates are.
- Be open-minded. If you’re not sure about a candidate before the interview – perhaps you’ve found their Facebook profile not to your liking, try not to let this put you off. As long as your candidate can talk openly about their experience, you should be willing to look beyond any initial doubts.
- First impressions. It might sound obvious, but when you’re recruiting for a new position within your company, it’s not just the interviewee who has to create a good impression. A strong handshake and an opening presentation are preferable, as they break the atmosphere and allow for the candidate to relax.
- Be disciplined. Don’t settle for the least bad candidate, you may need to reconsider the search for your candidate, if your interviewees did not reflect what you were looking for.
- Honest feedback. If the candidate has been in for several interviews, someone from the interview panel should deliver honest and constructive feedback about the candidate’s interviews. This is a small world; you never know when you could encounter this person again, maybe as a client or even a future employee!