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The independent voice of the global moving industry


Recruiting staff?

Jul 01, 2014
"Always remember - start at the beginning of the recruitment process with the end in mind," says Caroline Seear, Managing Director of Red Recruit.
A lot of businesses in the moving industry will be looking to recruit right now.  One thing is for sure: recruiting staff is a costly operation.  However you decide to recruit, planning right from the start can make a massive difference to the amount of time, effort and resources used and can yield a much better recruitment outcome.  And it is imperative to start the process with the end result you want in mind.

From my years of experience I have found that if a company is clear about what needs they are trying to meet, or in other words, what problems they are trying to solve by this hire, it can have a great impact on the quality of the hire.  If a company has no clear idea of why and what skill sets they are looking for, the outcome can often end up with a mismatch.  If a company is unclear on what they want or what needs they are looking to fill, then it is often like going shopping without a clue of what they want or even a list - and we all know we end up with things you didn't mean to buy - and a ready, steady cook meal instead of what we were possibly hoping for.

My first question is - what needs of the business are you trying to meet by hiring someone?  Sometimes this question results in a company not having a need, just a desire.  In a case such as this I would advise the company not to hire.  I know that this may sound strange from a recruiter but the long-term relationship with clients is paramount, not a short-term fix for the sake of a fee.  Once the needs have been identified it is far easier to focus on drawing up a robust job description.  This will be the backbone of the position from attracting a pool of candidates to interview through to hiring and subsequently throughout the life cycle of the working relationship of the prospective employee.  It is therefore worthwhile spending some time on this.

What should a job description have in it?  Some suggestions are as follows:
  • Job title;
  • Reporting to;
  • Accountability;
  • Main purpose of the role;
  • Duties/responsibilities;
  • Essential attributes, ie. languages for example;
  • Desired attributes;
  • Targets;
  • Personal specification.

This can be tailored to any role within the business and sets the tone for the hiring process.  The job description can have a section added about the company and why someone would want to join your company, ie. what's good about working there and what the team are like that they will be joining.  Most people looking to leave a company are not looking because of money.  The main factors are working environment, lack of progression and political changes within a company.  These are all important factors when attracting new employees.

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