Career and Jobs Tips

Until a business reaches a certain size they’re unlikely to have human resources specialists that know the ever changing terminology used in job descriptions. That understand what style, tone and what level of detail is needed to pull in applicants who really want the job. Having a complete and professional job description with your adverts is the only way you can attract the high calibre applicants that all employers want. Yes, you probably can find someone within your staff that can figure out how to do this, but it is a learning process, and does that person have the time to learn it? And can you afford the mistakes that learners tend to make?

Once the advertisement is compiled, where are the best places to post it? Again, without expert knowledge time will need to be devoted to researching where the sort of applicant you want is likely to be looking. The job boards and online sites have meant that adverts for vacancies are becoming ever more segregated, even within the same industries. Different boards exist for software specialists and coders than for hardware and network engineers for example. Without expert guidance it is easy to miss a massive audience, and that means wasting more time re-advertising when the right person isn’t found first time.

In today’s economic climate there are a lot of people desperate for work. Good news for employers in a lot of ways, but is does mean that for some roles the amount of applications received are staggering. Especially if the initial advert is poorly worded and not specific enough about the experience and qualifications needed. Even when the personal specification is precisely formed and very specific the amount of unsuitable applicants can be very large. Recruitment consultants can discount the obviously incapable and inappropriate, to find you the best possible candidates for you, Remove the need for you or your staff to lose further working hours sorting through the hundreds of applicants.

The same is true for the pre-interview screening; they can contact referees, and hold phone interviews with each possible candidate. Organise the timing for each interview in a way that suits you. You already, presumably, have expert staff. Let them work where their expertise lies, and use experts in recruitment that can keep the time, cost and errors involved with hiring new staff to a minimum.