genius guides

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  10 Tips To Improve The Success Of Your Online Recruitment Advertising

  We often see companies run ineffective online recruitment campaigns which either fail to deliver any response, or worse waste time delivering the wrong response. When we start a recruitment advertising campaign we always ensure the following ten steps are met.

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  Create An Effective Job & Person Specification For Better Recruitment

  Hiring the right person, first time, every time, must surely be the goal of any employer, especially when you bear in mind the costs associated with recruiting and training new staff. Making that perfect match, however, is not a matter of luck, but relies to a great extent on the recruiter’s ability to describe what the job entails and the type of person required to carry out the role effectively. The two documents which are used to do just that are the role description and person specification, and the more accurate these are, the easier the recruiter’s job will be and the closer the match between role and role holder.

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  Why & How To Respond To Job Seekers

  Recruitment Genius automatically filters applications and sends you only appropriate CVs. However if you don’t use us in a job market as tough as today’s, recruiters can often be faced with a flood of applications which need to be sifted in order to shortlist candidates for interview. All too often though, the only communication that companies enter into after the sifting process has taken place is with the shortlisted applicants. Frequently, because of time constraints, those applications which ended up on the ‘No’ pile don’t hear anything back and are either left to draw their own conclusions or make proactive efforts to find out. Ignoring unsuccessful candidate can prove to be a deadly mistake and create significant problems. This guide outlines the merits and importance of responding to applicants and how to do so effectively and legally.

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  Screening CVs & Shortlist Candidates For Interview

  Recruitment Genius automatically reviews every CV to ensure you only receive the ones that are right for you. This will still leave with you a healthy number of CVs which merit consideration. Here then are a few simple steps for assessing CVs which improves the efficiency finding that gem of a candidate.

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  Conducting Telephone Interviews

  If you are an employer looking to fill a position, you may wish to consider using phone interviews, as they provide a low cost, quick and effective way of screening candidates. Whilst it is very hard to differentiate potential employees from their CV, a phone interview gives you the opportunity to “meet” the applicant and have a productive conversation, which will certainly help to give you a better idea of their personality. With this in mind, here is our guide on how to make the most of the phone interview process.

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  Legal Requirement For Shortlisting CVs

  Whilst short-listing CVs can be a time consuming process, it is important to follow best practice to make the process more manageable for your staff, to protect your company’s brand and to be perceived as a virtuous employer.

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  Effective Interview Techniques

  An interview is a two-way communication process. You should gain an accurate picture of the candidate's attributes, character and potential fit within the company, whilst at the same time ensuring that you give the interviewee a good impression of the firm. Whilst interview techniques will vary depending on the amount of time you have and the position you are recruiting for there are some general techniques that we have found are particularly successful at separating the genuine talent from the rest.

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  Illegal Interview Questions

  As an interviewer, you must be very careful about asking certain questions because they may contravene anti-discrimination laws. And, whilst you would probably be able to recognise a blatant discriminatory question, there are often ‘grey’ areas within a job interview that may seem harmless, yet are illegal. As such we have put together this short guide to illegal interview questions for your reference.

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  Making A Job Offer

  Your hard work and perseverance has paid off, your selection process has been a success and you have found someone you want to make a job offer to. The next stage is to inform the successful candidate and make them a job offer. This is one of the best parts of the process, as you are able to give the candidate the good news.

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  Effective Reference Checking

  According to recent research, over 33% of candidates lie on their CV and over 25% lie at an interview2. Therefore effective reference checking is vital to confirm factual information and to predict a candidate’s future performance.

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  Inducting Employees

  Everyone knows that starting a new job can be a daunting and stressful experience. The new joiner will feel under pressure to make a good impression, to orientate himself and to fit in quickly. However, a carefully thought out and well-executed induction process can put the new joiner at ease and ensure that the firm starts out the professional relationship on the right foot.

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