Get Who You Want
So, you know exactly the kind of person you want. You’ve got their skills, qualifications and personality nailed. You can even imagine them working, right now, with your team. Knowing exactly who you want is a great starting point – what next?
Taking time to build a detailed person specification of someone who’ll slot right in with your team and help you as your business grows is an essential first stage of recruitment. If you’ve taken the time to do this, then well-done, you’re ahead of the pack already. But how you do got about attracting this person? We’ll show you how.
1. Use the right job title.
Find out what the industry standard is for the vacancy. Retail Manager? Team Leader? Editorial Assistant? Don’t elevate the position to make it (and your business) more important than it is and don’t use something that no-one understands.
2. Give an insight into your business.
This is a good PR move generally, and also helps to attract people who might fit in. Are you dynamic, vibrant, experiencing rapid growth, leader in your field? Introducing new products? Are your premises located somewhere impressive?
3. Explain what the job will involve.
You can list tasks, but try to put some realistic words around them. If you really need someone to sort out your disorganised, but enthusiastic, team, then write: ‘Providing essential direction to the team’. You won’t get who you want if you hide the facts.
4. Be specific about essential qualifications, skills and experience.
You won’t be recruiting on these alone, but if your vacancy requires a minimum in these areas, state it explicitly. You’ll save a lot of time trawling through CVs.
5. Include a salary range.
Many companies like to leave this out, but it’s a critical pre-qualifier. Omit this information and your ideal person may not apply through uncertainty. Or, you’ll receive too many applications from people who are under- and over-qualified.