If you are in the process of searching for a new member of staff or are thinking about making a new hire in the near future, then you need to read this article. We will provide you with our top 5 tips for digital, marketing and creative recruitment to help you make a successful, long term hire.
Recruiting can be a very time taking process and costly too. Take into consideration that whilst searching your regular day to day tasks may fall by the wayside, or potentially mistakes could be made due to lack of time and increased workloads. Or worst case scenario you have to replace your recent hire because the first one wasn’t the right fit! This is why many organisations are now turning to outsourced, creative recruitment solutions. Outsourcing your recruitment requirements is often far more effective and can prove to be more beneficial to the business in the long run.
It is important that you have a proper plan of action in place, with a clear outline of the process, who/what you are after and a solid on-boarding programme to ensure long lasting results. Read on below to find out our top 5 tips for recruiting successfully.
OUR TOP 5 TIPS FOR DIGITAL, MARKETING AND CREATIVE RECRUITMENT:
1. MAP OUT YOUR PLAN
The key to successful hire is in the planning. A good plan helps to avoid any awkward issues later in the process, keeps things running smoothly and on track. There are a number of things you should consider.
Firstly, think about what your hire process might look like. How many stages will you have? Who will be involved in the process of recruiting? Will it just be the head or manager of the department, or will other members of your team need to be involved too? A two stage process always works well as it gives everyone, including the prospective employee time to think.
Secondly you need to define who you are looking for, what experience is required, other skills etc. This information should be written clearly in the job description that you are advertising, and communicated to anyone who is involved in the hire process.
Finally, you need to consider the interview process:
- How many stages will there be?
- When and where will the interviews be held?
- Will you want them to do a presentation?
- How (and when) will you decide on the final hire?
2. CONSIDER INVESTING IN A GOOD RECRUITER
Advertising roles and searching for potential employees can take up a lot of time, and if not done right can also be a complete waste of your time too. An outsourced recruitment service not only can save you a lot of time, it can also provide a more strategic approach to obtain better-quality hires as well as help avoid costly mistakes.
If you decide to invest in an outsourced a recruiter, make sure you provide them with all the information they need, and be prepared to invest a little time with them to ensure they fully understand the role, your organisation and culture. This will help them to provide you with the best available candidates. During this time they may also be able to offer professional advice on what you are looking for and perhaps alternative approaches, so do take this on board.
Also, consider that great recruiter with similar values to yours is more likely to provide you with candidates you like who have the right skillset, and therefore more likely to find a successful placement.
3. ADVERTISE WITH PASSION
Top quality talent is easy to attract if you position the role and your organisation correctly. Make sure you provide a well-defined and accurate job description, including any additional information such as exciting benefits and promotion opportunities.
Plus, don’t be afraid to share your company values and talk about your culture and working environment. These little extras are what will set your job vacancy out from the rest. You could even get your current employees to share their experiences working for you so that future staff can better understand.
4. CHOOSE WISELY AND BE DECISIVE
When it comes to picking the successful candidate, make sure you choose wisely. Don’t settle or compromise for someone who doesn’t cut the mustard – it could be bad for your organisation and for them too.
Have faith in your values as a person and organisation, great people will always be great people and they are often honest, fair and positive.
Be decisive in your final choice. Waiting before offering is often a sign that the candidate is not the one for you. So be patient but when you meet the right person and they have completed the process, make the offer without delay.
5. NURTURE LOYALTY AND BUILD RELATIONSHIPS FOR LONG TERM SUCCESS
Just because the hire part is a done deal doesn’t mean it will last. Our top tip is to make sure you plan their first 3 months carefully and stick to it! If you do everything you say you will, then it’s far more likely that your employee will do so too!
- Think about making their first day/week/month memorable. Think about who will be there to meet them on day one, where will they sit, how will they be greeted? Best not to fall at the first hurdle! Help them get settled in.
- Put a review plan in place and set milestones. Check in after their first week, find out how it went for them. Then do the same again after 1 month, find out if they think the job is as it was described, and so on.
- Listen and value their opinions. There’s more learning in listening than there is talking! Whether a person has worked in your organisation for a day ,or a decade, they can all add valuable insights.
- Review their progress in depth at 3 months – but don’t be afraid to pass probation early if appropriate, there is no need to wait!
- Encourage long-term commitment, talk about their future – what do they want to achieve, what do they need to do to impress? Guide them on how to reach the next level. Keeping good employees onboard is far easier than searching
Lastly, and possibly most importantly, aim to build a positive and open relationship with your employees – it’s what we all want after all!
LOOKING TO OUTSOURCE DIGITAL, MARKETING OR CREATIVE RECRUITMENT REQUIREMENTS?
We offer an independent, experienced recruitment service, specialising in marketing, digital and creative roles. We can offer excellent rates in return for a professional, thorough and honest service.
Supporting organisations of all shapes and sizes, we deliver a highly professional, highly competent, highly personalised recruitment service in a way that you will have never experienced before.
- We support both permanent and temporary role fulfilment.
- We offer highly competitive rates, with a low rate of just 17% for high salary positions – far lower than the likes of other recruitment consultancies.
- We look to build long-term relationships with all our clients and as such aim to deliver a service that exceeds expectations in the hope you might stick around!
We offer all potential clients a free, no obligations, initial consultation.
During this meeting we can discuss your recruitment requirements, explore strategy and fulfilment options, plus get to know you, your business and your organisations culture a little better.
Give our team a call today and book your free consultation now.
Call 0800 246 1575OR Email neil@hardysearch.co.uk