Tips on recruiting the best HR candidates for your company! HR is the department that every company requires in some format, whether internal or through an outsourced business partner. Through our work over at Bhayani HR & Employment Law, we truly understand the work that HR professionals do, which helps us to look for the right qualities and knowledge in candidates. Here are some of our top tips at Bhayani Recruitment on recruiting in human resources: Ensure the true nature of the company is clear Most HR professionals are hyper-aware of culture within a business, a lot more so than your average employee, so you need to make sure your advert gives an insight into the culture you have and what the values of the business are. There are going to be times when the business is facing difficulties and HR will have to have a lot of involvement, that time may even be now. HR expect challenges to walk into and by discussing how they would approach certain challenges in the recruitment process, will ensure you end up recruiting someone who is prepared for them and moreover, has the right skills and experience to handle them. Having honest and open discussions allow for full transparency to the candidate about this job role. They will not be faced with anything surprising when starting with the business that may lead to them wanting to leave. If you are moving towards a change in values or culture, be honest with this and ask the candidate questions regarding the situation, they may have ideas to input, and this also allows you to gauge what type of business candidates are looking to work in at the moment. Spend time on the job description, person specification and advert What you are looking for in your ideal candidate must be clearly stated from the start. In your person specification ensure you clearly state what type of person you are looking for so that people can self-select, this includes previous experience, work style, skills and personal attributes. The job description identifies what the candidate will be doing within your business, roles and responsibilities that they will undertake to be able to do the role efficiently. You donҴ need to put everything from the job description and person spec into the advert either, only key points. Itҳ nice to include a short list of priorities for the incoming HR person too to give them a flavour of what they will need to do, rather than generally stating what the role looks like. Be prepared to go through a robust process HR candidates are clued up on what a good recruitment process looks like, so you need to ensure you are legitimately selecting people and are demonstrably being fair. A poor and woolly process is likely to lose you candidates as they will see this as a huge red flag from their potential new manager. It doesnҴ need to be ѰerfectҬ however, it needs to be fair. Your person specification can be used to design your interview questions and the candidate can be scored against this criteria. We can help you to design an appropriate process and give guidance on doҳ and donҴs. Remember they canҴ do everything! We will help you pitch the role correctly in terms of salary and job title, starting by asking you what you need the HR person to do. Some HR positions are very broad (stand-alone positions) and others are much more specialist within a HR department, but overall, what HR is not, is IT, facilities, health and safety, or an events planner. Sometimes of course these elements come into the role however for those thinking about recruiting their first HR person, be realistic about the persons skillset. Many people may not have had experience of all processes throughout the employee lifecycle too, so to expect them to be able to confidently approach every variable between recruitment to termination and also write you a new people strategy, could be unreasonable. DonҴ be put off by the title HR roles really do vary from organisation to organisation. If you are looking for a Head of HR for example, donҴ be entirely put off by candidates who have previously held шR Business PartnerҠroles or шR AdvisorҠroles, look at their duties and responsibilities listed on the cv. Likewise, many people who have held the role шead of HRҠmay not have had as much experience as those who have been in advisory roles if their role was stand-alone and there was, in practice, minimal HR work and they were also responsible for general operations. Context is everything, you need to look at the size of the businesses they have worked in, the type of business, who they reported to and the size of the team. Let us help! We offer a holistic and tailored approach to recruitment and are experts in the HR field, we will assist you with: Job design; drafting of the job description & person specification; designing the interview process; making an offer; collecting references; preparing the contract of employment; and onboarding.༯li> If you want us to help you find your ideal job click the button below. If you are a business or charity looking for your perfect candidate contact us today on0333 888 0290 or emailhello@bhayanirecruitment.co.uk Find your ideal job here Contact us today For HR, employment law and Health & Safety services for you or your business visit༳pan style="color: #eb0092;">www.bhayanilaw.co.uk Share this blog! Facebook Twitter LinkedIn Email WhatsApp