How to Recruit for your Growing Business

You’ve identified you need to hire; maybe someone has resigned, perhaps the business is growing and you need an additional team member. How do you feel? Excited? Optimistic?

The prospect of inviting new talent into your existing team should be an exciting experience, but this isn’t always the case. Ever experienced a valued colleague hand in their notice? You may find yourself with your head in your hands, bracing yourself for what can be a challenging and frustrating interview process. Why not try out some new interview techniques and tools?

 

There are many different actions that can be taken to enhance your interview process and give you the confidence to make the best selection for your business. You may already use some or all of these, but here are a few that we are seeing used more and more frequently:

  • Psychometric assessments and skills testing

Larger organisations have been using these for many years as another way to look into skills, behavioural and culture fit. There are many tools on the market to choose from, but here are a few that either us or our clients have used. (There are lots of free trials out there, so take advantage to see what works for you).

 

ISV Online

McQuaig (includes mental agility/verbal and numerical reasoning assessments)

Kolbe

  • Work-related tasks

It can be helpful to ask a candidate to complete a short task related to a specific element of the role – something we are seeing more frequently in the recruitment process. We would always recommend letting the candidate know what to expect beforehand, so that they are fully prepared for the task at hand. 

  • Involve the team!

An introduction to the team will help the applicant get a feel for the culture/atmosphere of the business. Perhaps offer a work-shadowing session to give a real insight into the role. 

 

  • Try a different interview style

– Competency and experience based questions.

– Telephone interviews can be a helpful part of the process especially if the role is very customer-focussed.

– Often considered to be more appropriate for senior positions, a second stage interview can be extremely useful for both the business and candidates. The candidate may feel more relaxed and you will hopefully get a better insight to their character. Always remember that the interview process is as much for the candidate as the business. A second interview will allow the candidate to ensure that it is the role they really want.

 

Any questions? Get in touch with Katie or Jo to find out how our recruitment agency in Exeter can help you recruit the perfect candidates for your growing business.

 

 

 

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