Do You Really Need to Recruit?

Dear <<First Name>>
Hello and welcome to the first of my regular email newsletters,  where I’m going to share some insights and experiences, to guide and inform you on how to recruit the right candidates for your business and, perhaps even more importantly, retain and motivate those employees.

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Do You Really Need to Recruit?

Your small business is growing, there aren’t enough hours in the day, you need more people, so let’s start recruiting!

Excellent news. Or is it? Have you really analysed what’s causing you pain in your business? Is it the lack of manpower to do the work or to grow your business? Do you have insufficient skills or experience within your existing team? Or is the issue a lack of efficiency?

Recruiting new members of staff might not be the answer. First ask yourself if some of your work can be outsourced.  Perhaps a book-keeper could help with all that financial stuff, or an IT Company could manage your technology. Once you’ve looked at all the options and you’re sure that you definitely need to recruit, make sure you really know who you’re looking for – the specifics of the job and the skills that will be needed.

Create a Job Description
A clear job description will help you identify the skills and experience that you need from job applicants. It will improve your ability to find the right person to add value to your business and solve the pain you’re currently experiencing. Job descriptions also give clarity. They make sure that both you and the candidates know the job requirements and the experience and qualifications they will need to be successful in the role.

What’s the Best Way to Recruit?
Having made the decision to hire a new member of the team and having worked hard to get the job description right, the next step is to pick the best recruitment solution. Here are a few options:

  • Use a recruitment agency – this takes away the hassle and should provide you with a shortlist of candidates who all match your requirements. This option can be costly for a small business, so make sure you negotiate good terms.
  • Post the job on job boards – this way your job will reach the masses, but you could also have hundreds of applications to read through, to find those that actually match your needs. It can be cheaper initially, but think of the cost of your time in reading all those application forms.
  • Word of mouth – you can also tell your contacts that you’re looking for a new member of staff. If you have an email newsletter, use that to spread the word. Talk to your LinkedIn contacts too. This will deliver fewer candidates than using a job board, but you’ll still have to sort through them all yourself.

The next stage of recruitment is the interview. It’s a huge topic, so I’ll cover it in a future issue of this newsletter. If you can’t wait that long and need some help with recruitment now, do get in touch to see how I can help.


Practical HR

Bill’s company provides IT support to other businesses and he has carried on working because it suits his wife’s lifestyle. He employs 10 people who have generally joined the company because Bill worked with them previously and they like working with him.

The company is doing well and Bill has realised that he’d like to step back a bit. He’s already outsourced his book-keeping but there still seems to be a lot of paperwork – he keeps tripping over it where it’s propping the door open. Maybe he should recruit an Administrator. 

Bill asks around the office to see if anyone can recommend someone for the job. Ben thinks he might know somebody, so asks the all-important question, “What will the job involve?”

Good question! Bill’s not completely sure, so Ben suggests “How about writing a job description?”
“A what?” replies Bill.

This is when Bill got in touch with me, to help him create a clear job description. You’ll have to wait for the next newsletter, to read the next instalment and see what happened next!

Employment Law Update
To help you keep up to speed with changes to Employment Law and to keep you and your staff legal, here are some issues you need to know about.
The right to request flexible working is changing. While the right is currently restricted to parents of children under the age of 17 and carers, from 30 June 2014 this will be extended to all employees. Acas has produced a guide that provides good practice advice for employers, which you can download by clicking here.

New rules on shared parental leave and pay – the government has published its draft regulations for shared parental leave and pay, with finalised rules scheduled to come into force on the 1st of October 2014. Click here to find out more.

Government relaxes rules for SME pension auto-enrolment – this should help with the mounting pressure on smaller employers as staging dates get closer. Under the changes, employers will now have six weeks to auto-enrol new staff, while the deadline for employers to provide information to individuals on their joining rights has also been extended to six weeks. Lots more information from the Pensions Regulator here.
More changes to Employment Law are being made all the time, so I’ll bring you more news in the next issue of HR Watch. In the meantime, if you have any specific questions about your business and your employees, please just ask!


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