How to recruit the right people for your workplace

Despite what many people may think, recruitment is not easy! Whether you are handling the recruitment process internally, or working with an agency, there are many hurdles to navigate before you can get into a position where a job offer is made – and accepted.

But it doesn’t simply end there. If you’re recruiting for a permanent position you need to make sure you are hiring the right person for the job – someone that’s a good cultural fit as well as having the required experience and skillset, and someone who is going to stay at your organisation for years to come.

Recruiting the wrong person for the job could also prove to be a costly mistake, with recruitment fees, advertising, HR time and training costs soon adding up in the event of having to make a new hire to replace someone who wasn’t a fit for the job.

Here, in our latest blog, we’re going to run you through some top tips to make sure you are recruiting the right people for your workplace!

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Match your business with your candidates

To avoid having a knee-jerk reaction to recruiting your next position, you need to start closer to home by fully assessing what your company is about. What are your hiring needs? What type of candidate clearly defines the culture and objectives of your business? If you can mould your ideal candidate, what would they look like?

You may wish to consider how a candidate’s qualification levels, attitude and skill set fits with your company’s value proposition and mission. By setting out what you need at the beginning of the process, you will be able to work on getting the right fit for your business before you have even advertised the job.

Shout about your vacancy!

You’ve developed the perfect job specification by aligning your company goals with what you need from a candidate, so the next step is to start making some noise about the vacancy!

There are plenty of avenues available to promote a vacancy:

Employment websites
- Such as Reed, Total Jobs etc. that job seekers are actively using to upload their CV’s and details of their experience.
- These job sites can be useful for profiling candidates and creating a shortlist.
Your company website
- It’s good practice to have an area on your own website dedicated to recruitment within your organisation, where candidates can not only look for details of your vacancies, but also as a reference point for finding out what your company is all about.
- Use this section to communicate about your brand and culture as well, and make sure it gives off a good impression!
Referral schemes
- Offer your employees and contacts an incentive if they refer their friends or contacts for your vacancy.
- The best people for a candidate to ask about what it’s like to work at your organisation are your current employees, and if you’re current employees are good for your business, their friends could be too!
Your own talent pools
- If you have read our blog about building a talent pool, this could be an ideal place to find your next employee!
- If you’re already familiar with a candidate, and they are with you, it could make the recruitment process that little bit easier when the time is right to make an approach.
Work with a recruitment agency!
- You could utilise a recruitment agency, like Multitask Personnel, to do all the above (and more) for you to help promote your next vacancy.
- By getting to know your company and what makes it tick, an agency can take away all the hassle and time of approaching candidates, filtering their CVs and shortlisting, meaning you can jump straight to the interview stage knowing you will be seeing the type of person you would have chosen yourself.

The best approach, of course, may be to incorporate all the above to ensure you have boxed off every possible angle to make sure you are attracting the right people for your business. Candidates will do their research about you just as much as you will do about them, so a consistent and joined up approach is best.

Be specific

Your candidates can also screen themselves, so by providing a thorough job description and company profile can help a candidate decide if they feel the job, and your company, is right for them, just as much as if it was the other way round.

So, be clear about the job’s responsibilities, required qualifications and level of experience, as well as the type of person you are looking for, the working hours, location, benefit package, and of course salary.

Disclosing the salary for the role is key. Whilst you might not want to over publicise what you are willing to pay your staff, excluding this from a job specification can be off-putting to candidates. If they don’t know what level the job is pitched at, they may not know if it is worth them applying.

Structure your interviews

Once you have shortlisted your applicants, then next stage is the interview. This is your chance to get to know the candidate more, and find out what they are like behind their CV. Structuring the interview correctly will ensure you both get as much out of it as possible.

Make sure the interview is prepared in advance, and structured in a logical way, including any tests you will be conducting, such as a presentation or written piece. Make sure the candidate is aware of the structure as well prior to the interview to give them enough chance to prepare.

Prepare your questions in advance and keep your interviews consistent so scoring and overall decision making when comparing your interviewees is easier. Whilst in the interview, you may also want to take note of body language, mannerisms, and the overall vibe you get from the candidate.

Recruiting for a position can be just as much about personality as it is skills, and making sure you have the right person on board can determine whether the appointment will be successful long-term.

Communication is key

As with every area of your business, ensuring communication channels are open, flowing, and two-way is essential, and it’s no different when you are recruiting. Keeping in touch with your candidates at every step of the process not only gives off a good impression of you and your business, but also paves the way for a more honest appraisal.

Right from receipt of an application, make sure you acknowledge this with the candidate and let them know when they should expect an answer with regards to whether they have been shortlisted for interview.

Set out your timelines for reviewing applications, and set out specific dates of when you need to respond to candidates at each step. If they need further information from you in order to prepare for their interview give this in good time.

It’s also good practice to respond with individual feedback, even for unsuccessful candidates.

Time is precious

Both your time, and the candidates time is precious. Your candidates will have spent a lot of time researching and applying for the job, as well as preparing for their interview, so make sure you value their time as much as your own. For unsuccessful candidates, be prompt and don’t leave them hanging around waiting for a response.

Equally don’t hang around too long before offering your chosen candidate – the same person may be interviewing elsewhere, and you don’t want to miss out and risk them accepting another offer.

In conclusion, taking the time at the outset to make sure your recruitment processes are as streamlined as possible will make sure you are doing everything you can to aid the long-term development of your business.

Filling a vacancy should not be seen as a transactional process that needs to be done as quickly as possible, it is a process that helps shape the future of your business. If you need any help and advice to make sure you are recruiting the right people for your business, contact one of our specialist recruiters on 0845 478 5009 or enquiries@multitaskpersonnel.co.uk

- Testimonials
  What our clients say about us!
  
  Finance & Operations, Research & Development – Sheffield
  
  “Having worked alongside Claire on both a personal level & for recruitment requirements I have always found Claire & her team at Multitask Personnel to be friendly, professional & helpful & would highly recommend.”
- Senior Quantity Surveyor, Construction – Sheffield
  
  “It is with great pleasure that I’m providing this letter of recommendation to Multitask Personnel. Providing support labour in the construction industry is a massive challenge, we need quality resources who are reliable and good value for money. Multitask take away the intensive searching and validating tasks that takes up so much of our valuable time. They have a good portfolio of trade labour and when short notice is all you have they will step up to the mark! It’s with no hesitation that I highly recommend Multitask Personnel for any recruitment needs, they have a brilliant, committed team with Claire their MD always there to help. All the best for the future, keep up the good work!”
- Contract Manager, Landscaping & Grounds Maintenance – Bolton
  
  “I can highly recommend Claire Lee, she will take great interest in your business getting to know your needs and will find the right personnel for your business. She cares about the people she places and stays with them till they settle in make sure they contribute.”
- Head of Repair Centre & Reverse Logistics, Telecoms – Newark
  
  “I have worked with Claire for nearly 8 years now and I am always delighted by her enthusiasm, work ethic and determination to “just make things happen”. She always approaches challenges with a smile on her face, but underneath that there is a (Yorkshire) gritty determination to succeed and exceed her client’s requests. She is adaptable and flexible and work in an environment of honesty and trust. She has never let me down and I have no reason to believe she ever will.”

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Modern slavery is a crime and a violation of fundamental human rights. It takes various forms, such as slavery, servitude, forced and compulsory labour and human trafficking, all of which have in common the deprivation of a person’s liberty by another in order to exploit them for personal or commercial gain. The Company has a zero-tolerance approach to modern slavery, and we are committed to acting ethically and with integrity in all our business dealings and relationships and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains. We are also committed to ensuring there is transparency in our own business and in our approach to tackling modern slavery throughout our supply chains, consistent with our disclosure obligations under the Modern Slavery Act 2015. We expect the same high standards from all of our contractors, suppliers and other business partners, and as part of our contracting processes, in the coming year we will include specific prohibitions against the use of forced, compulsory or trafficked labour, or anyone held in slavery or servitude, whether adults or children, and we expect that our suppliers will hold their own suppliers to the same high standards. This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners. This policy does not form part of any employee’s contract of employment and we may amend it at any time. Responsibility for the policy The Company has overall responsibility for ensuring this policy complies with our legal and ethical obligations, and that all those under our control comply with it. The Company has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it, and auditing internal control systems and procedures to ensure they are effective in countering modern slavery. Management at all levels are responsible for ensuring those reporting to them understand and comply with this policy and are given adequate and regular training on it and the issue of modern slavery in supply chains. You are invited to comment on this policy and suggest ways in which it might be improved. Comments, suggestions and queries are encouraged and should be addressed to the Managing Director. Compliance with the policy You must ensure that you read, understand and comply with this policy. The prevention, detection and reporting of modern slavery in any part of our business or supply chains is the responsibility of all those working for us or under our control. You are required to avoid any activity that might lead to, or suggest, a breach of this policy. You must notify your line manager OR a company Director as soon as possible if you believe or suspect that a conflict with this policy has occurred or may occur in the future. You are encouraged to raise concerns about any issue or suspicion of modern slavery in any parts of our business or supply chains of any supplier tier at the earliest possible stage. If you believe or suspect a breach of this policy has occurred or that it may occur, you must notify your line manager or company Director OR report it in accordance with our Whistleblowing Policy as soon as possible. You should note that where appropriate, and with the welfare and safety of local workers as a priority, we will give support and guidance to our suppliers to help them address coercive, abusive and exploitative work practices in their own business and supply chains. If you are unsure about whether a particular act, the treatment of workers more generally, or their working conditions within any tier of our supply chains constitutes any of the various forms of modern slavery, raise it with your line manager or company Director. We aim to encourage openness and will support anyone who raises genuine concerns in good faith under this policy, even if they turn out to be mistaken. We are committed to ensuring no one suffers any detrimental treatment as a result of reporting in good faith their suspicion that modern slavery of whatever form is or may be taking place in any part of our own business or in any of our supply chains. Detrimental treatment includes dismissal, disciplinary action, threats or other unfavourable treatment connected with raising a concern. If you believe that you have suffered any such treatment, you should inform your line manager immediately. If the matter is not remedied, and you are an employee, you should raise it formally using our Grievance Procedure, which can be found in the current employee handbook. This Modern (Anti) Slavery Policy and Statement is intended for businesses in all countries, especially the United Kingdom; and was brought to you by Rushax. Communication & awareness of this policy Training on this policy, and on the risk our business faces from modern slavery in its supply chains, forms part of the induction process for all individuals who work for us, and updates will be provided using established methods of communication between the business and you. Our zero-tolerance approach to modern slavery must be communicated to all suppliers, contractors and business partners at the outset of our business relationship with them and reinforced as appropriate thereafter. Breaches of this policy Any employee who breaches this policy will face disciplinary action, which could result in dismissal for misconduct or gross misconduct. We may terminate our relationship with other individuals and organisations working on our behalf if they breach this policy. C Lee 21 Feb 2021

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Many businesses up and down the country have been using down time during lockdown to re-assess their employment needs and plan for the future. This means change is inevitable. One area that is being given a new consideration is the importance and relevance of skills accreditation. Nothing new you may say. After all, professional qualifications and industry accreditation have long been used as a benchmark for providing customers with a reassurance that the job will be carried out to a specific standard by a professionally qualified member of staff. However, according to the Institute of Engineering and Technology (IET), they say that although the demand for engineers is rising, many companies are struggling to recruit candidates with the right skills and professional qualifications. According to their ‘skills and demands in industry’ report, they found that this lack of accreditation was an ongoing problem, which could lead to a shortage of engineers as we come out of the current covid-19 pandemic. In addition, 53% of engineering companies surveyed by the IET considered that this could be a potential threat to their business over the next three to five years. How does this affect your recruitment? As a long-established recruitment partner, we have always placed great importance on professional qualifications and accreditations as part of the recruitment process. For example, candidates applying for employment as a gas engineer must hold an approved evidence of competence, obtained through a recognised training route and assessment. In fact, a gas engineer can only be issued with a licence to undertake gas work on behalf of registered business if they hold a valid and current qualification. For employers, the Gas Safe Register (formerly Corgi) is operated on behalf of the Health & Safety Authority and registration is only approved if the business has at least one gas safety qualified engineer. This is a legal obligation and something we take very seriously when submitting candidates in order to ensure that only qualified engineers are licenced to legally work on gas installations. With over 10 years’ experience in recruiting specialist staff, we have an in- depth knowledge of supplying accredited tradespeople, such as CIS and Gas Safe registered, to our clients. Accredited candidates, identified at the start of the selection process, can be supplied on a short-term basis (some with own vehicles and insurances) or on a longer term more permanent basis. Accreditation, along with professional qualifications and memberships can, therefore, speed up the whole recruitment process - saving the prospective employer time and costs. This ‘oven ready’ solution to hiring effectively removes the need for any third-party involvement and can lead to work being self-certified and approved. This is just one of the reasons we are committed to our candidates not only holding a professional qualification but also achieving industry recognised accreditation. A re-designed job market The Covid-19 pandemic is having a massive impact on the UK economy and the jobs market in particular. There is also the thought that any changes, in these unprecedented times, will be quick and long lasting. As the economy starts to recover and furloughed staff begin a return to previous working practices, there is a possibility that employers and HR professionals will be re-designing job descriptions to take into account the future needs of the employment market. Professional qualifications and accreditations will, therefore, play an increasing important role in the recruitment of suitable staff. As we know, the need for a professional qualification is already mandatory in some roles, such as engineering, gas fitting etc. Our recruitment process highlights this during the selection process As the UK returns to some of normality, we are aware that employers are looking for stability and an opportunity to attract highly skilled and professionally qualified staff. This is especially relevant in the engineering sector with its current shortage of skilled engineers. This is confirmed by the UK’s Engineering and Technology Board, who say that as we head towards a manufacturing revolution in order to retain our global competitiveness, we will require more engineers. In fact, they claim the UK has a shortfall of 55,000 skilled engineers each year. They also added, that for every engineering position filled, a further two jobs are created in the economy. These kinds of statistics are always in our mind as employers look to us to identify and recruit suitably qualified staff on a short term or long-term basis. There is no doubt, Covid-19 has forced everyone to explore new ways of working. We responded to this challenge very early on in the crisis and have continued to support our clients in helping to reduce stress levels when recruiting new staff. In fact, we are regularly told by our clients, that it is our attention to this and our commitment in ensuring the quality of candidates, those who have the necessary accreditations and professional qualifications to work in the sectors we represent, that sets us apart from other recruiters. Looking for qualified staff? Contact us on 0845 478 5009 or enquiries@multitaskpersonnel.co.uk and see if you agree.

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As the Covid-19 pandemic continues to have a major impact on job opportunities, with the government forecasting unemployment is likely to hit 2.6m (7.5% of the working population) by the summer of 2021, is now is a good time to consider temporary employment? This is especially relevant if you are currently on furlough, unemployed or just fancy a career change. Although temporary contracts were traditionally used to cover maternity leave, seasonal infill or short term project, it is clear that Covid-19 is having a longer term impact on the jobs market and in some cases creating severe skills shortages. Also, despite an encouraging vaccine roll out, we are still seeing almost 10m people on furlough and around 2.6m claiming job seekers allowance or universal credit as they are searching for work. This compares with 1.4m in March 2020 – in a pre-pandemic UK. The current pandemic and, for some, continuing economic pressures has encouraged many to consider temporary work as a way of supplementing their income. It has also encouraged others to evaluate a new role or skill before a possible change in career. Temporary employment offers many benefits at this difficult time For example, a temporary position can help establish an improved work-life balance with its flexible approach to working. It also shows prospective employers that you are keen and motivated and not simply switching off and waiting for Homes under the Hammer to start. A temporary job can last from one day a week, to weeks, or even months, depending on the needs of the employer. And while working more hours could possibly affect your benefits (check with us) there is little doubt that the advantages far outweigh the disadvantages. As we said earlier, taking a temporary position can be either an income generator, a way of honing existing skills, developing new ones, or testing out a new career move. It is also a good way to expand the skills section of a CV or LinkedIn profile. In addition, temporary contracts, offered by us, in most cases provide the same legal protection as permanent employment. Naturally, this depends on the type of employment contract, such as agency work etc., but a fixed term employee has the legal right not to be treated less favourably than a comparable permanent employee. We take care of all this as part of the recruitment process If you are looking for a career change or wanting to upskill, certain sectors have constantly experienced skills shortages. For example, the Science, Technology, Engineering and Maths (STEM) industries, are constantly looking to strengthen their specialist staff pool. And this is without the increased pressure from the Covid-19 pandemic. Ask us for details of temporary jobs in this sector. What reasons are there for searching out a temporary position? It can offer an improved work-life balanceIt helps to develop current work skillsIt provides a top up income if a permanent employer is not paying full ratesIt could be a lifeline if unemployed for some time Another major benefit for taking a temporary job is the exposure it gives you in the employment market. Being able to experience a different, and possibly a previously unknown working environment, as well as an opportunity to network both physically (when we can) and virtually online via social media and LinkedIn is a considerable asset. It is, therefore, important to retain and promote all positive feedback while at the same time adding it to an updated CV. Temp to Perm Employers are also more likely to be responsive to hiring someone on a full time basis if they already have some knowledge and / or an awareness of the person. Temporary employment is a valuable way of road testing a new industry or employer. It can also open doors to a permanent position via the ‘temp to perm’ process. With the Covid-19 pandemic showing no signs of abating just yet, temporary employment could be just the job to keep motivated, sharpen work skills and earn much need income. It’s also the chance to try something different and explore what other opportunities exist – possibly in a sector or industry that is unfamiliar. This is another way to impress a future employer. Willing to have a go at working in an unfamiliar industry, rather than not work at all is a sure fire way to align yourself to a new hirer. Businesses are re-assessing their workforce requirements There is no doubt the Covid-19 pandemic has changed everything. This has resulted in, probably for the first time in their working life, around 10m of the UK working population spending more time at home rather than at work. A situation that, when combined with the current employment situation, is, undoubtedly, causing high levels of stress, anxiety and worry – all leading to potential mental health issues. For those who are used to working on a regular basis, especially with other people, this can result in a feeling of helplessness and isolation. In addition, there could be the possible fear of being made redundant, as we come out of furlough, and thus be unable to provide for the family and loved ones. A bit over - dramatic, maybe, but in our current experience very real for many people. That’s why, we believe, temporary employment can be a saviour for combatting the current situation. Businesses are now re-assessing their workforce requirements and skill sets as they respond to the ‘new normal’. This means temporary employment, on a managed basis, could be one of the ways we come out of the pandemic with dignity. Is temping tempting for you? If so, give us a call on 0845 478 5009 or email enquiries@multitaskpersonnel.co.uk to see what opportunities we have available to you.

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How to recruit the right people for your workplace

Match your business with your candidates

Shout about your vacancy!

Be specific

Structure your interviews

Communication is key

Time is precious

Testimonials

Finance & Operations, Research & Development – Sheffield

Senior Quantity Surveyor, Construction – Sheffield

Contract Manager, Landscaping & Grounds Maintenance – Bolton

Head of Repair Centre & Reverse Logistics, Telecoms – Newark

Announcements:

Our Company

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