4 Steps to finding the Perfect Recruit

Have you been let down by Job Applicants? Have you found trying to recruit has taken up an enormous amount of time and yet you still feel no closer to finding what you are looking for? If the answer is yes to either of those questions you will want to read on.

Our 180 Collective Years of Recruitment experience means we have seen some good, some not so good and some bad Recruitment processes along the way. As a result, we believe from this experience that we are well placed to share with you the 4 easy steps for all Organisations to adopt to ensure a  trouble free and ultimately successful Recruitment Process.

STEP 1- Engage the Right Consultancy



As you know, the need to find the perfect person for your role is critical. We truly believe that any brand is only as good as the people that represent it, so this is the challenge you face. The bad impression and time and money that can be wasted in hiring a "bad" recruit means that no stone should be left unturned to try and ensure the right person is found.

So, we believe partnering with a Consultancy and individuals in that Consultancy that understands you, your Company visions, aims, objectives and processes and works in a manner that tailors your own style and beliefs, is fundamental to finding the right employees for your Organisation.

I'm sure the cynical amongst you will be thinking you would say that wouldn’t you. Well, you can endeavour to do it yourself and many do indeed try, however we find and fully believe from our experience that the best use of your time and the best applicant for your role, is ultimately found by using a Consultancy. Engaging professionals who will have access to additional databases, methods, information and experience, which you will not, is ultimately going to improve your chances of finding the right person considerably. As for the cost argument, it's worth noting and taking a look at the much published stats of the physical time it actually takes to recruit. Can you afford to use your valuable time in this way with no guarantee of success compared with using an expert in the field?

Once you've decided to partner with a Consultancy, highlight what your other key requirements (eg: National Coverage, Specialist, Cost) of the Consultancy you want to work with are and then talk to a few, using personal recommendations where you have them .

Be warned, although cost is important within every organisation don’t be swayed unduly by a Low Cost offering. As with any purchase there are reasons why costs vary and offerings are different. I mean, if someone offered you a Car would you expect  to pay the same price for a Fiat as you would for a Mercedes?

Do your research. Check them out online, meet them face to face. You will know what is right from this.

STEP 2 - Clearly Define the Role and What Constitutes a Successful Applicant 


Know Your Role

It is essential that you formulate a thorough and accurate Job Specification for the role and provide the Consultancy with timeframes and key criteria.

Make sure you meet the Consultancy and give them a complete "nuts and bolts" Job Specification, a summary of must haves, like to haves and definate "No-No's" so they can advertise, head-hunt and search for the ideal applicant with confidence.

Define the Avatar of the successful applicant? Do you want a replica of Sarah in Accounts or Peter in Buying? If so let your Consultancy know so they can understand these individuals and their qualities fully and build the Individual and team fit skills into their screening and shortlisting process. The importance of this should not be underestimated.

STEP 3 - Define and Follow a Clear  Interview Process

Clear Interview Process

It is imperative you answer the following questions before you begin Interviewing:-

How many people do you ideally wish to interview at first stage

When do you intend to review CV's,

When and how do you want to conduct first interviews,

When will you feedback on these,

How many people do you ideally wish to interview at second stage,

When and how do you want to conduct second interviews,

When will you feedback on these,

and finally

When do you ideally want the successful applicant to start.

Being clear on all of this will enable you and your Consultancy to manage the process with the applicants and hopefully reduce losing any along the way, in what is an increasingly candidate driven market. Uncertainty and unexplained delays in the process inevitably leads to candidates looking elsewhere we find.

You then need to decide, who is going to interview, how you are going to interview, the successful criteria for "passing" the Interview and how  you will measure the successful skills and traits during interviews for the role. Also, consider whether you are prepared to compromise if you don't find exactly what you feel you want or restart the process if the perfect applicant isn’t found from the interviews. Is anything less than your ideal applicant going to work for your organisation in the long run?

If you intend, as many do, that the first interview will be a more informal chat to establish soft skills you may wish to make the second interview based on assessing hard skills critical for the role via Competency based Interview techniques. Your Consultancy will be able to assist you in this regard but applicants will ask about what format the Interviews take so have the process decided in advance.

We also recommend, and feel it is beneficial, to record skill set and soft skill requirements on a checklist and score the applicants privately either during or straight after the Interviews so you can  objectively compare applicants after the entire round of  final Interviews are complete. Be objective at this point and not necessarily swayed by the lovely personality you liked the most. This is a common interview mistake. Look at the full package the various applicants offer you.

STEP 4 - Make the Offer Promptly


Job Offer-1

Now you have hopefully found the applicant you want, its imperative you don't lose them. So, it’s important we make a full written Offer to them as soon as possible and open up a dialogue swiftly and enthusiastically to resolve any issues that may arise. You need to try and eliminate the prospect of alternative offers or counter offers risking losing this applicant and your hunt going back to Square 1.

Don't forget at this stage its as important you continue sell the role to the candidate. In a candidate driven market your preferred Candidate could most likely be another Company's preferred Candidate so its vital you highlight the merits of why this role and your Company is the one for them.

If you follow these steps, fingers crossed, you will have found your perfect recruit.

For further advice please feel free to contact one of our friendly team at Lucy Walker Recruitment or why not schedule an introductory call to discuss your requirements.

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About the Author: Mark Woffenden

Mark Woffenden is a Director at Lucy Walker Recruitment and has an extensive knowledge of the issues and workings of the West Yorkshire and Greater Manchester Commercial markets developed over the last 20 years in the Industry