Great Package with a stable growing company – get in touch for more details.

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1. Be prepared! Make sure you have read their CV so that you can ask informed rather than generic questions about background etc
2. Be on time! Don’t keep them waiting unnecessarily. Running late gives a negative view of your time management skills & the company culture
3. Listen!  A common complaint is that candidates could barely get a word in! How does the mgr know if they can do the job if they didn’t let them speak?!
4. Tell them about the company culture not just the job & give them a tour of the premises, this is the softer stuff that “sells” your company
5. Don’t cut the interview short or allow interruptions, just plain rude!

These are all small things in isolation but together serve to give the impression that the candidate is important and that as a business you are professional and care about your image and reputation.

If you would like some advice on how to improve your recruitment process we’d be happy to help.

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• involvement in decision-making
• freedom to voice ideas, to which managers listen
• feeling enabled to perform well
• having opportunities to develop in their the job
• feeling the organisation is concerned for employees’ health and well-being.

Fundamental to this is ensuring that you are not just paying lip service…. really  listen; really consider their views and most importantly explain why you take a particular course of action or make a particular decision as a result.  COMMUNICATE, COMMUNICATE, COMMUNICATE!

As well as taking this approach on a day to day basis why not think about instigating a company-wide employee ideas scheme or for larger employers an employee forum?  Both initiatives need to be managed carefully and have clear guidelines but can be very worthwhile and foster employee engagement.

In terms of concern for health & well-being here are some quick, low-cost ideas:

• Provide fresh fruit in the office
• Treat them – after stressful periods ask a local masseuse to come in and provide neck & shoulder massages
• Talk about health – find a local health expert such as a nutritionist, or exercise specialist to speak about health during a lunch or breakfast event and educate your employees
• Put in place a “cycle to work” scheme – this can save the company money! http://www.cyclescheme.co.uk/
• Provide Private Medical Insurance for staff – it’s likely to be cheaper than you think
• Hold an employee sporting event
• Provide free health screenings – ask a medical association to provide free, on-site health screenings, such as blood pressure tests and weight checks
• Offer corporate membership of a local gym

Engaged employees are more likely to act as organisational advocates and can play a powerful role in promoting your company as an employer of choice plus you get to experience that warm, fuzzy feeling of hearing “I love my job/boss/company” more often and that can’t be bad!

If you are really keen to explore how to foster more employee engagement in your business, get in touch for a FOC chat.

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• Don’t make recruitment decisions on your own; involve a trusted manager/colleague in the process and you will avoid the “halo/horns” effect
• Don’t just rely on an interview, test their skills using a work based assessment exercise like a presentation scenario,  IT test or In Tray exercise specifically designed to test the required skills
• Use pre-prepared competency based interview questions.  An “HRism” we know, but they work! It essentially means getting candidates to talk through real examples of where they have demonstrated the required skills for the role rather than asking “what if” questions
• Don’t just check their skills; check fit with company culture and motivation levels. Do they want your job or just any job?
• Make sure the candidate does most of the talking in the interview otherwise you will realise afterwards you know nothing about them!

Don’t forget, you are dealing with people so recruitment is not an exact science!  Most managers have had a bad recruit at some point in their career so if this happens don’t beat yourself up about it, review what went wrong and learn from it.  If you need some help to put some of these tips into practice, we’d be happy to help, give us a call.

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An employment contract or “written statement of employment particulars” must include as a minimum:

• the business’s name
• the employee’s name, job title or a description of work and start date
• if a previous job counts towards a period of continuous employment, the date the period started
• how much and how often an employee will get paid
• hours of work (and if employees will have to work Sundays, nights or overtime
• holiday entitlement (and if that includes public holidays)
• where an employee will be working and whether they might have to relocate
• if an employee works in different places, where these will be and what the employer’s address is
• how long a temporary job is expected to last
• the end date of a fixed-term contract
• notice periods
• collective agreements
• pensions
• who to go to with a grievance
• how to complain about how a grievance is handled
• how to complain about a disciplinary or dismissal decision

The written statement doesn’t need to cover the following (but it must say where the information can be found):

• sick pay and procedures
• disciplinary and dismissal procedures
• grievance procedures

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Tip 1

Schedule 10 mins preparation time in your diary immediately before any interview & stick to it

Tip 2

Read the candidate’s CV in advance & highlight any queries/questions

Tip 3

Ask the candidate what they understand to be the main duties of the role to check you are on the same page

Tip 4

Let the candidate do most of the talking! You want to know if the candidate has the skills & attitude for the job

Tip 5

Avoid asking questions that may discriminate against the candidate; ie race, religion, age or sex/sexual orientation

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