Συμβουλές προς τους Επαγγελματίες της ΔΑΔ


Συμβουλές προς τους Επαγγελματίες της ΔΑΔ

Recruitment - an Employers’ Prospective (Available in English only)

by Pamela Miller

Steve Jobs, one of the most successful Entrepreneurs was famously quoted stating ‘Hiring the best is Your Most Important task.’

I wonder how Employers actually go about achieving this.

A current employee hands you their resignation, do you automatically reach for that old Job Advert, dust it down and advertise for a replacement?
If so, read on and see how by implementing a new Recruitment Strategy, you too can attain the best new Candidate that will be an asset to your team!

Keep in mind, recruitment is your company’s chance to achieve an exceptional first impression with potential candidates. Recruitment is a two way relationship between Employer and Candidate, both wishing for a positive outcome and making a great first impression.

If you are looking for the best candidate – you need to consider that you are the best company for them!


Before we focus our attention on your new Recruitment Strategy, lets’ take a moment and review:

What is Recruitment?

Recruitment is the means of obtaining the right employee in the right place at the right time.
It is fundamental to the company’s performance and future success.
This process of recruitment does not purely lie on the shoulders of your HR Team – where you have one. All key decision making Stakeholders will be involved. These parties should be prepared with the necessary skills and knowledge.

We can say that whilst it is challenging for all businesses to achieve successful results from the recruitment process, SMEs do face other challenges linked to the following potential areas:
• Limited resources, knowledge and experience.
• Limitation on remuneration packages available to be offered.
• Limitation on career development opportunities.
• Limited time.
• In competition with larger companies to attain the best candidates.

This said, focus should be given to the benefits of working within SMEs:
• Part of the company and be part of the growth.
• More antimony.
• Not focused on a specific area, hence no boredom or repetitive tasks.
• More diversification opportunities.


New Recruitment Strategy

Step 1
Company Benefits
  As an Employer you should consider, from the candidates prospective, what benefits are offered by working with your company, not only focusing on the remuneration package available.
Step 2
Identify your
staffing requirements
  Granted, the easiest and quickest option may be a straight forward replacement for the staff member who has resigned?
Challenge with this - One thing which is always constant – change.
Your company will have changed, perhaps into new business streams, being influenced by external factors etc.

QUESTIONS – You should consider
• How do these changes impact on your staffing needs?
• What changes have you wished to make however not been in a position to, due to existing staffing structures? Does this vacancy now give you the opportunity to introduce some changes, which can lead to the enhancement of your company’s performance?
• The position – what changes are necessary to this position – does it stand alone now/should it be merged with another role to allow you to utilise existing resources better?
• Should your existing internal talent pool be considered for this opening – is there potential for promoting any existing staff members to hire from within?

Recruiting internally from existing employees provides many benefits as existing employees already know the company’s products, services and procedures for example. As well as excellent motivation for your team members - providing opportunities for development and career progression increases employee engagement, retention and supports succession planning.The benefits of internal promotion must be balanced against the recruitment of new employees, perhaps a replacement for the promoted staff member will have more costs attached – not only for the time required to train the person,consider the internal training commitments as well. This said, introducing new blood into the company can result in fresh ideas and knowledge being added to new and ongoing projects within the business.

Step 3
Design an
Job Description &
Job Advert.
  Position Analysis
You need to collect information about this position, the actual tasks involved, the overall job purpose, the objectives to be achieved and how it fits with the company now in the present and going forward. The past is the past.
This will assist you in the next steps of the process.

Job Description
Candidates will utilise the Job description and Job Advert, evaluating if this position is right for them. Keep in mind that the best candidates can afford to be selective; they are the cream of the crop, they know to a point, they are in a strong position and can therefore select the best deal available.
The key objective of the Job Description is to demonstrate fully how this is the best position on the market for them, giving full description details, providing clearly the job expectations and delivery requirements.

A study by global management consultancy Hay Group found:
  • • 51 % of HR Managers believe that poor job descriptions can mislead employee expectations and ultimately drive them to leave.
  • • 68 % stated badly designed job descriptions contributed to weak Candidates, which consequently worsens the problem of poor candidate fit.
  • • And unsurprisingly, the majority of respondents (86 %) stated good job descriptions ultimately lead to better quality Candidate applications.
Extract from CIPD online publication.

Step 3
  Job Title
The first essential part of the job description is the job title.
A good job title will have the following merits:
  • It accurately reflects the kind of the job and the duties to be expected.
    • It gives a true reflection of the importance of the role e.g. title Executive Officer, while actually the position is an Administration Officer.
    • It is sufficiently generic in order for it to be compared to similar jobs in the industry linked to equality regarding salary and working conditions.
    • It is self-explanatory for recruitment purposes (in most online job searches, the job title is the main keyword searched).
    • Overall, it should not be misleading.

    Duties & Tasks

    The job description should contain a list of the duties and responsibilities associated with this role.
    This list will vary in length, and as a rule, should be as short as possible; otherwise the document becomes too lengthy.
    Granted in SMEs, there is an expectation that the role will not be exactly ring fenced; there will be unrelated tasks necessary to be completed.
    As a general rule, the list of duties should be no more than 15 items in total.

    Competencies are the behaviours you expect from the Candidate being part of your company.
    Some examples of Key competencies can be:
    Team Work
    • Build effective working relationships and actively promote good working relationships with all Colleagues.
    • Demonstrates an understanding of others and consider the views of others on what needs to be achieved.


    • Works independently to solve issues.
    • Identify improvements by seeking opinions, suggestions and presenting ideas persuasively.

    To highlight that there is a modern trend towards competency-based job descriptions giving extra attention to behavioural competencies such as leadership, teamwork, flexibility, communication and initiative.

    Job Advert

    Job adverts should be clear, concise and professional, indicating:
    Position Title & Requirements of the job.
    • Include up to 3 bullet points describing the incentives associated with the job. Salary can be one; you can state within a certain salary range - company preference, other benefits e.g. the ability to work from home/company pension scheme provided/medical insurance scheme available etc.
    • The essential criteria and preferred criteria for the job position.
    • Summary of the company’s business industry and activities. A short summary is all that is required here, a few words can be sufficient. This is not a full blown advert for your company, it is all about the position you are advertising.
    • Location of the position.
    • Employment Contract Type & Duration.
    • How to apply - Keep in mind – it needs to be easy for people who wish to apply.
    • Any applicable closing date.
  • Recommend the following:
    • A short disclaimer to assist in handling a volume of received CVs and potential volume of rejected CVs – ‘Only Candidates meeting the strict criteria stated above will be contacted’.
    • Complete proof reading of the job advert by a suitable native speaking experiencedindividual.
    • Consider the legal aspects of advertising e.g. potential discrimination on the grounds of gender, race or age. Where in doubt obtain legal advice.

    Drafting a job advert is exactly the same as writing any type of advertisement. You need to establish your target audience, address them in the best way and offer them what they want.
    Outcome of inadequate job advert – not receiving any responses or being swamped with CVs from candidates clearly not suitable for the role.
    And remember at this stage – your company is attempting to make the best first impression.

    So as we have demonstrated, there is much to contemplate before jumping ahead and placing that job advert. I am sure you will agree it will be time well spent at the beginning of the process.


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