Candidate sourcing is probably the most important part of running a successful HR Recruitment process. Katie and Mark, who run and own Peeq, have a combined 35 years experience in the world of HR recruitment.
Traditionally, most recruitment agencies offer a ‘rebate period’ to outline what happens in the event that a candidate you’ve hired through them leaves your business.
We generally find that a professional HR recruitment process can take anywhere from 2-3 weeks, up to 6-9 months. This length of time is dependent on several factors, such as the complexity and seniority of the hire, whether it’s a permanent or contract position, the number of candidates being considered, whether it’s an urgent find, and a business’s internal selection process.
The essence of the Behavioural Interview technique lies in its underlying philosophy: “Past behaviour is the best predictor of future behaviour.” In simpler terms, how a candidate has reacted, responded, and performed in previous professional situations can offer invaluable insights into how they might behave in future scenarios.
For an HR Recruitment Consultant, a unique blend of skills and experience is needed. Here’s what is typically important: HR Industry Knowledge: A strong understanding of the HR industry is crucial. This includes knowledge of various HR roles, required qualifications, and an understanding of HR practices, policies, and regulations.
An HR Recruitment Consultant serves a vital function in sourcing, recruiting, and placing HR professionals within organisations. Their primary focus is on finding individuals with expertise in various HR disciplines, such as talent acquisition, employee relations, compensation and benefits, HR strategy, and more. Here are some of their primary responsibilities:
Engaging passive candidates can indeed be a challenging task for many reasons: 1) Lack of Active Interest: Unlike active job seekers, passive candidates are not actively looking for new job opportunities, making them harder to attract and engage. They’re often content in their current roles, meaning they may require extra convincing to consider changing jobs.
Engaging passive candidates through technology is a strategic approach that modern organisations are adopting. Here are several ways technology can be utilised to this end: 1) Artificial Intelligence (AI) and Machine Learning (ML): AI and ML can be used to identify passive candidates by analysing their online professional profiles and other digital footprints. These technologies can help identify individuals who have the skills and experience aligned with your organisation’s needs, and even predict their openness to new opportunities.
Passive candidates can be particularly valuable to an organisation for several reasons: 1) Experience and Skills: Passive candidates are often individuals already in employment who may not necessarily be looking for new opportunities but are open to them should the right one arise. This often means they are already proficient in their roles, possessing relevant skills and experience that make them valuable assets.
Maintaining recruitment compliance is key to ensure a fair, legal, and effective hiring process. Here are some best practices that can help: 1) Know the Law: Stay up to date with current legislation and regulations that apply to the recruitment process. This includes understanding the Equality Act 2010, the GDPR and Data Protection Act 2018, as well as any other laws applicable to your industry or the specific roles you’re hiring for.
In the UK, there are several laws and regulations that govern recruitment compliance. Here is a list of some of the key ones: 1) Equality Act 2010: This act is central to recruitment compliance as it protects job applicants and employees from discrimination based on protected characteristics such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Recruitment compliance is crucial for several reasons, especially in the UK, where numerous laws and regulations govern the recruitment process. Here’s why it’s important: 1) Equal Opportunity and Anti-Discrimination: By ensuring compliance, organisations are ensuring that their recruitment process is fair and free from discrimination based on age, sex, race, religion, disability, or any other protected characteristic as defined by the Equality Act 2010.
The strategic role of HR in crisis management is crucial. HR departments are key players in planning for, responding to, and recovering from crises. Here’s how: 1) Planning and Preparation: HR can help develop crisis management plans, including contingency plans for workforce management, communication strategies, and business continuity procedures.
Job satisfaction is a significant factor in an employee’s overall well-being for several reasons: 1) Mental Health: Job satisfaction can greatly impact an individual’s mental health. Employees who are satisfied with their job are generally less stressed, less prone to burnout, and less likely to suffer from conditions like depression and anxiety.
Pre-employment screening is a crucial step in the hiring process and serves to protect both the company and its employees. Here’s how it mitigates legal and reputation risks: 1) Verification of Information: Pre-employment screening verifies the information provided by the candidate about their qualifications, work history, and other relevant details. This helps prevent fraudulent claims, which can have legal implications if left unchecked.
Yes, contract HR hires can certainly be converted to permanent employees. This practice is quite common and is often referred to as “temp-to-perm” or “contract-to-hire”. It allows both the employer and the employee to assess fit and suitability before making a long-term commitment.
Effective interviewing strategies are key to making the right hiring decisions. Here are some effective interview strategies that can improve your interview process: 1) Preparation: Understand the job requirements and what skills, qualifications, and qualities the ideal candidate should possess.
Working with a specialist HR recruitment agency when hiring for a senior HR role can provide several benefits: 1) Expertise: Specialist HR recruitment agencies have a deep understanding of the HR industry and the specific skills required for senior HR roles.
Balancing diversity and inclusion when screening job applications is crucial in creating a robust and dynamic workforce. Here are some strategies to achieve this balance: 1) Create an Inclusive Job Description: Job descriptions should focus on the essential skills and qualifications necessary for the job. Make sure that the language used doesn’t exclude any group, and avoid jargon, unnecessary requirements, and gendered language.
Including company culture in a job description is very important, as it helps attract candidates who are a good fit for the company. Here are several reasons why it’s crucial: 1) Attraction of the Right Candidates: Not all qualified candidates will be a good fit for your company.
The candidate screening process is a critical stage in hiring. This process is not only crucial in identifying suitable candidates but also in maintaining a positive image of the company to potential employees. Here are some common mistakes to avoid during this process: 1) Not Clearly Defining Job Requirements
There is no definitive length for a job description, as it can vary depending on the complexity and scope of the role. However, it’s important that a job description provides enough detail to give a clear understanding of the role’s duties, qualifications, and requirements, while remaining concise and easy to read. Here are some guidelines:
Engaging with passive candidates isn’t strictly time-bound because these individuals aren’t actively looking for a job. However, there are a few strategies to optimise your engagement: Regular Business Hours: Connect with them during regular business hours (9:00 am – 5:00 pm), when they’re likely to be checking their professional email or LinkedIn profile.
Diversity and inclusion are important considerations for both recruitment agencies and organisations. Attracting a diverse selection of candidates is essential to building a more inclusive and equitable workplace. Here are some strategies that can help you ensure you are attracting a diverse pool of candidates:
Deciding how much to pay your HR hires can depend on a variety of factors. This would include the role’s responsibilities, the existing salary bands of your other employees, the market conditions, the availability of talent, and the location of the role.
On paper, it might seem like we’re offering exactly the same recruitment service for an entirely different price. We hear where you’re coming from, as the actual process is basically the same…
No, HR (Human Resources) and recruitment are not the same, although they are related, and HR recruitment is the specialist field of recruiting HR staff. Recruitment is a process of finding and hiring the right candidates for specific job positions within an organisation.
Recruitment agency fees can vary widely depending on a number of factors, such as the location, industry, and the type of positions being filled. However, on average for permanent hires, recruitment agencies charge between 15% to 30% of the candidate’s first-year salary as their fee for successfully placing a candidate with a client.
What is the STAR method for answering Behavioural Interview Questions? The STAR method is a structured approach to answering Behavioural Interview Questions. It stands for
What is an Applicant Tracking System (ATS)? An Applicant Tracking System is a software application that helps automate and manage the recruitment process, from posting
What are the pros of being a HR Recruiter? Some potential pros of being a HR Recruiter include: Making a tangible impact on the success
What are the cons of being a HR Recruiter? Some potential cons of being a HR Recruiter include: High stress and pressure to fill open
What is the difference between permanent hires and contract hires? Permanent hires are employees who are hired to work for a company on a long-term
What makes a successful HR recruiter? A successful HR recruiter typically possesses strong communication and interpersonal skills, the ability to effectively source and screen candidates,
How Do I Choose the Best HR Recruitment Agency For My Business? There are several factors to consider when choosing the best HR recruitment agency
Is HR a High Paying Job? The earning potential for HR and HR Recruitment professionals in the UK can vary depending on factors such as
Is HR Recruiter a Stressful Job? Like many jobs, being an HR recruiter can have its stressors. Some potential sources of stress in this role
What does an HR Recruiter do? An HR recruiter is responsible for finding and hiring new employees for an organisation. They typically: Advertise job openings
HR recruitment is the process of finding, attracting, and hiring professionals to fill roles within an organisation’s human resources (HR) team. These roles can range
