Top tips for recruitment - things to think about before you advertise
When you know an employee is leaving
Carry out an exit interview.
- It's useful to find out why employees want to move from the organisation if you value them you might be able to do something that changes their mind, is it pay? Hours? Conditions or is it around relationships at work?
- High staff turnover can reduce confidence in an organisation understanding why people leave can help you understand why people may want to join you.
- Make sure you communicate the change to the team leaving the news to creep out can cause problems.
Has anything changed?
Review the vacancy.
- Does the job description/person specification still accurately reflect the role?
- Is there still a need for the role? Can the work be re-distributed differently?
- Do you need a permanent position, or might an interim post be appropriate?
- Will the vacancy trigger a restructure? If so have you thought about the impact that may have?
- Do you have a budget for recruitment? If not how will you promote the role to prospective candidates?
- In larger organisations do you have permission/authorisation to recruit?
Alternatives to advertising
Filling the vacancy by alternative methods.
- Can you recruit internally? – would training an existing member of staff to do the role be a positive solution?
- Is this an opportunity to explore apprenticeships? Apprenticeships are available at all levels and for people of all ages from care workers to managers.
- For a supervisor/manager position would mentoring/coaching help a member of staff step up a level?
- Perhaps not a permanent solution but might a trainee be an idea?
