Taking the stress out of your recruitment process…

Are you a business without a HR department? Could you benefit from outsourcing your HR requirements?

There are many advantages to outsourcing HR, the first is:

Reduced costs

Having an in house HR team can not only cost more money on salaries, but also on office space, and finding the right person to fit the role.

Risk Management/Compliance

Laws are always changing, so keeping up to date and compliant with all relevant policies and procedures can be stressful and a real struggle, at Signature HR we are always on top of any changes to policies and laws and so can make sure your organisation is up to date at all times.

Employment Checks

Reference checking remains one of the most effective methods of ensuring that a recruitment decision is the right one.
Research also shows that organisations regularly act on information they receive from former employers, it eliminates the risk and makes sure you are hiring the right person.

The process can be time consuming and if you do not have a dedicated HR team available to do this it can be a long process from not only gaining previous employer information but also verifying information such as address history and financial checks amongst others.

Our team at Signature HR are dedicated experts in providing these checks and will work tirelessly to get all checks complete and back to you in a timely manner. We know how quickly new starters are often needed.

Exit Interviews

Exit interviews are generally conducted by a Manager and a member of staff from a company’s HR department, now if you do not have a HR department this is going to be hard to do. Evidence has shown that outsourcing exit interviews gives a company more honest feedback as the employee can feel more relaxed, therefore able to be honest and open about leaving the company.
Our team are very skilled at putting together bespoke exit interviews designed to your requirements.
Interviews are conducted over the phone by an experienced member of our team at a time suitable to the employee.

Take a look at our website for more information on what we can offer within our service: www.signaturehr.co.uk

Three critical pre-employment screening tips to help ensure you’re recruitment decision is the right one.

It’s an unfortunate truth that all businesses at some point will have discovered the consequences of a bad hiring decision. More often than not this boils down to nothing more than an issue of cultural fit, or a simple skills gap, which is relatively easy to rectify. However, more and more often we are hearing of companies who, after hiring a new employee, are left facing much more potentially damaging consequences.

From hefty fines, legal implications, and not to mention the detrimental consequences to your company’s reputation, the cost of a bad hiring decision has ramifications that can often last long after the employee in question has left.

Of course, ensuring your hiring processes are comprehensive can go some way to ensuring you don’t have the misfortune of facing such dilemmas. Hiring managers are increasingly moving away from the traditional question and answer approach to interviews, instead requiring candidates to undergo psychometric testing and a variety of other assessment activities, which affords employers the ability to gain greater understanding of how a person works as part of a team, as well as what motivates an employee, while uncovering their competencies in a working environment.

http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2015/04/23/forget-everything-you-know-about-recruitment.aspx

But after interviewing what can employers do to ensure that their hiring decision is the right one.

1 Check references:

In public sector organisations reference checking is meticulous. However, that same cannot be said for organisations who operate in the private sector. All too often employers take candidates at face value, or believe that the referencing process is a long and drawn out one. Yet, while it can mean that the time from interview decision to employee commencement is extended, it does pay dividends in the long run. Obtaining references from previous employers is a trusted recruitment tool and can give insight into a candidate’s strengths and weaknesses, as well as their sickness absence history.

2 Check online presence:

With an abundance of social media platforms, these days you will be hard pushed to find anyone who doesn’t have an online presence in some form or other. Checking for an online presence is a quick and simple process, and may afford you human insight into a prospective employee. While there is an abundance of examples where employees have lost their jobs as a result of what they have said on social media, on a more positive note, it can also afford employers insight in cultural fit, or a person’s interests outside of work.

3 Adhere to legislation:

Recruitment law and legislation is forever being updated, therefore it is important that as a hiring manager you stay up to date with such changes. Certain positions will require a number of background checks to have been carried out before a candidate commences with your organisation. These checks can include disclosure barring checks (DBS) insurance checks, bankruptcy and financial searches, and verification of membership to any relevant professional bodies. Failing to adhere to such recruitment legislation can be costly to your business, and may mean you are operating illegally.

Of course the above tips rely on any business having stringent recruitment policies in place. In today’s working environments time is of the essence, and so affording the recruitment process the time it deserves can be difficult. It may therefore be worth investing in out sourced HR services. At Signature HR, we are experts in providing support for managing the employee life cycle, providing services ranging from pre-employment screening, engagement and pulse surveys through to exit interviews, supplying data which is integral to all key people decisions. For more information on how we can work alongside your own recruitment processes to ensure your hiring decision is the right one, click here.

So What Is The Secret To Recruitment?


Whether we are in a booming economic climate or dealing with a double dip recession having best practice recruitment could be the differential factor between business success and failure.

 

 

The recruitment conundrum of hiring and retaining the brightest talent is not diminished whatever the economic climate. Competitive advantage for any organisation will heavily revolve around the people who wok for you. They really need to be your strongest asset, your source of growth and success. Therefore the ability to attract, develop and retain top talent really should be part of your daily focus.

 

So how do you ensure that you achieve this?

 

Recruit individuals who have entrepreneurial spirit

Always look to recruit creative people, someone who recognizes an opportunity. These individuals generally have different DNA. They maybe more difficult to manage but there spirit and thinking could be a game changer for you.

 

Don’t think bums on seats:

A lot of companies panic when they have a vacancy; they rush decisions just so that they get someone on board. Make sure you take time to consider and individual’s personality and fit with your culture, you should interview multiple people 2 or 3 times before hiring. Take time to check their background, a bad hire is more damaging than having ‘no one”

 

Organisational Balance

It’s important that the structure of the organisation supports growth; too many chiefs and not enough Indians can cause stagnation whilst a manager with too many direct reports can be overrun.

 

Core Values

Skills and knowledge can be taught to do the job but you need people who possess a strong work ethic and motivation, there qualities are invaluable when times get demanding.

 

Engagement

This works both ways you, engaged staff are more productive. The employee/employer relationship is no different that any other relationship in that it needs to be fed and worked at.