As you may have already found out, the recruitment game is an expensive business.
When you’re first calculating your costs, it is easy to think that it’s all about that gross salary you’re paying to your employees.
As it turns out, things can quickly add up after factoring in pensions, tax, national insurance, and even indirect costs (such as your liability insurance if you have staff on-site).
As such, your hiring process must be as seamless as possible. Mistakes will happen, but we’ll focus on four of the biggest ‘faux pas’ to try and direct you towards a safer path through today’s guide.
Mistake #1 – You hire too early
One of the most common mistakes that new businesses make is hiring too early.
The problem with this is that you risk making an appointment before you’re sure that you need the headcount.
You might be better off waiting a little longer, taking on some freelance support (there’s plenty available), or using an interim until you’re better positioned to decide.
Mistake #2 – You don’t delegate
It can be easy to want to do everything yourself when you first start.
However, as your business grows, you’ll quickly realise that you can’t be everywhere at once.
One of the best things you can do is delegate responsibility to others, whether that’s hiring a virtual assistant to help with the admin or appointing a team leader to oversee a project.
Not only will this free up your time, but it will also allow you to focus on the bigger picture.
Mistake #3 – You’re too vague
When writing a job advert or job description, it’s important to be as specific as possible.
The last thing you want is to end up with a dozen applications from people who aren’t remotely suitable for the role. Even worse, when you’ve made your final hire, you don’t want to be in a situation where the successful candidate in question doesn’t tick any of the boxes that you required (that you just didn’t put on the job spec!).
Be sure to list the key skills and experience you’re looking for and any essential qualifications.
Mistake #4 – You don’t sell in your company enough
When you’re recruiting, it’s not all about you.
You also need to sell your company and what it can offer to the right candidate. After all, to secure those very best candidates, you need to be an attractive proposition. Let’s not forget that you’re not the only business chasing their services – the nature of the game means that they will be in very hot demand.
Make sure you highlight the company’s USPs, such as flexible working hours or the opportunity to work from home.
You should also highlight the company culture, values and any development opportunities that might be available.