There is one thing that all companies have in common no matter how big or small – they would be nothing without their people. In fact, many of the world’s most successful entrepreneurs are quick to point out that it’s the men and women who work for them that are their greatest assets. It is therefore vital for human resources to understand the golden rules for recruiting the best possible candidates and securing the best possible assets.
The idea of jobs in HR is not only to recruit new employees but to ensure those employees are happy and are able to offer the best versions of themselves for the business. To that end, we’ve put together the 5 golden rules of recruitment that should not only ensure you’re getting the best staff but that you can keep them around too.
Keep your Ads Genuine
All recruitment ads should stick within the rules and specific exceptions should only be made where Genuine Occupational Requirements come into play. Staying within the rules also means not advertising for “long hours” as no employee should be asked to work more than 48 hours a week on average. There are, of course, going to be exceptions but they should never be advertised.
Have an Open Mind
Applications should never be dismissed simply because the applicant doesn’t conform to what you expect of an employee at your company. Think outside the box and be open to all applicants, even if you assume they might not be a good fit. Sometimes it’s the surprises that really end up making a company come into its own.
Go Through CVs with a Fine-Tooth Comb
It’s estimated, given the current economic climate, that 1 in 3 people lie on their CVs. Being able to spot these lies is what makes a good HR department into a great one. Of course, you’re not only looking for porky pies either; you’re also looking for references and experience. Always be sure to take note of anything that stands out (for good or bad reasons) and quiz the potential employee about it during the interview.
The Interview Isn’t Everything
While we would always recommend screening candidates prior to an interview and, of course, the interview itself will give you a solid chance to get to know the candidate on a surface level. However, an interview is going to be one of the most stressful environments possible and not everybody strives under pressure. The job interview is certainly one part of the process but if a bad interview can be balanced out by incredible experience and references then it might not be a deal-breaker.
Be Honest and Transparent
Be open about the job and what you expect of your candidates and try to communicate it to them as clearly as possible. It will be in both of your interests.