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PageGroup changes lives for people through creating opportunity to reach potential.
We find the best talent for our clients and match candidates to their ideal jobs.
It’s no secret that the success of a business relies on the people within it. Their daily actions and immeasurable decisions all result in one outcome - positive (or negative) monthly, quarterly, and annual reports.It therefore stands to reason that the hiring process is one of the most important aspects for a business to get right. Every correctly appointed and nurtured new employee has the potential to bring new unique ideas, abilities, and positive action, increasing the effectiveness and success of the company as a whole.Naturally, that should mean that all hiring processes are extensively researched and refined. The candidates are welcomed warmly, the highlights of the business are spoken about, and the culture, team, and expectation of the role are sold to the potential employee. The process is laid out from the beginning to manage the candidate’s expectations of timeframes and who they’ll meet along the way. Interviews contain questions that test candidates’ technical knowledge and their ability to integrate into the team and the wider business. They then get an opportunity to ask their own questions. Regardless of the outcome, both the employer and candidate reflect on a well-run process.This is, unfortunately, not always a reality.With internal pressures, conflicting schedules, last-minute meetings, and important deadlines looming, a process can be delayed. However, getting the essentials right means this is far less likely.
At the start of any process, have a detailed idea of what you’re seeking. What skills would an individual need to excel at their job? What traits would they need to possess in order to thrive in the environment? It may be an idea to consult with others in similar roles if they exist. This may take more time, but in the long run getting it wrong will cost you more time and money.Once you’ve done this, you’ll have a good idea of who you’re searching for throughout the entire process. You’ll go into it prepared and ready to test a candidate’s eligibility. Writing this plan down could also help you to form the job description for the role.
Once you have the criteria and process set, do not stray from that path. Keep these things in mind, for example:
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