Your guide to best practice recruitment

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With the cost of ‘mis-hire’ for a business totalling between 4 and 15 times the annual salary for the role (People Management, 2016), HR professionals are under increasing pressure to implement best in class recruitment practices to ensure they find the right candidates to fit their organisation.

Gone are the days when recruitment was in the hands of the employer. With recruitment increasingly driven by the candidate rather than the company (MRI Network, 2016), recruitment best practices have shifted in focus, with websites like Glassdoor ensuring that candidate attraction sits at the top of agenda alongside selection and appointment. 

At Thomas we categorise the recruitment process into the following stages:

  • Clearly defining the vacant role - Getting the beginning part or ‘set-up’ of the process right will lead to more objective decision making as well as selecting the candidate that is most appropriate for the job and therefore likely to be the most successful.
     
  • Candidate attraction - showcase your employer brand through different recruiter, online platforms and communication methods to target the kind of role, industry and person you are looking to attract.
     
  • Assessment and selection - Observe competencies and qualities more than once in order to confirm that it is a reliable characteristic and ability and embed assessments to gain a more rounded, objective view.
     
  • Appointing the right person - Making an offer to the right person as soon as possible. MRI Network found that 47% of declined offers were due to candidates receiving alternative job offers.
     
  • Induction into the role, team and culture - A detailed induction will allow the new joiner to settle well into the business and can be tailored to that individual using the information gathered from the recruitment process.

Our recruitment digital guide, written by our in-house HR experts Charlotte Purdie and Dr Jennifer Surtees, digs deeper into three of these core stages: defining the vacant role, assessment and selection and appointing the right person, giving you a better understanding of best practice approaches to each of these areas.

Download recruitment digital guide
 

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