How to Hire Without a HR Team
How to hire without HR
Recruiting and hiring for the first time ever, or the first time in a while can be overwhelming when you don’t have HR to guide you. As a recruitment partner we are here to guide so we can talk you through each step when we work together. But if you’re just looking for some general advice on how to hire without HR, and make sure you’re compliant, and doing things the right way, then read on!
The Job Description (Not Advert)
First things first, you need to set out a job description. (Note: Job descriptions and job adverts are very different. We’ll talk more about that later.) Firstly, think about why you are recruiting. What is missing in the team. And what do you want this person to do and achieve. Think of all the duties and responsibilities that they could get involved with and then refine it. Sometimes it’s helpful to write an opening paragraph to set out the purpose of the role. Next, define the skills you need, the experience you’d like this person to have, and think about cultural fit. The job description shouldn’t read like a shopping list full of non-negotiables. Strip everything right back and really question, what is absolutely essential for someone to have to do this role. The rest are desirables.
Advertising
As I said before – different to the job description. Now, a lot of our clients just leave this to us, because no only do you have to put the ad up and potentially pay for it (which is all covered in our fees) but you really do need to respond to every single application – even the ‘wild’ ones! It’s a lot of extra admin, but people deserve an answer, AND it heightens the reputation of your brand. There are a few things to include on the advert, and a few things you definitely can’t. But ultimately, when you’re writing it, you need to think about WHY a candidate is going to want to apply for the role. I’m not talking ‘it’s a fantastic opportunity within a friendly and growing company’, but something like “You’ll take ownership of a product line that’s underperforming—and have the freedom to turn it around.” Or “You won’t need three layers of sign-off—most decisions sit within the team.” What you CAN’T include: Anything that discriminates against the 7 protected characteristics which are:
- Age
- Gender / gender reassignment
- Race / ethnicity
- Religion or belief
- Disability
- Sexual orientation
- Pregnancy / marital status
You also can’t say things like ‘You must be a UK national.’ But you can say ‘You must have right to work in the UK’. We know it’s not always possible, but we strongly advise to advertise the salary. This will automatically stop those seeking too high a salary from applying. It also encourages people to apply. On average we see about 50% more applicants when we advertise salary.
What you should include:
- Job title
- Key responsibilities
- Required skills/experience
- Location & working pattern
- Salary or range
- Contract type (perm/fixed-term)
- Right to work statement
- Equal opportunities statement
There are lots of templates online if you need help! Just check each of the above things are in it.
Applications and Interviews
Then you’ll hopefully start to receive applications, and it’s so important to go back to each person. Even if you don’t feel they are relevant. Behind each application is a person. And each person deserves a response. It can damage your brand if you ‘ghost’ applicants. Make a shortlist of your strongest candidates, and start booking some interviews. Structure yourself some good interview questions, and aim for a 2 stage process. More can be read on our top tips here: https://dovetailrecruitment.co.uk/top-tips-interview-questions-for-clients/
Offers
Then comes the great part, you’ve found your ideal candidate, you want to offer them the job! First things first, ensure all your ducks are in a row. Fix your salary, get together your list of benefits. Next, is the best bit, delivering the offer. Hopefully you’ll have a VERY excited and happy candidate on the other end of the phone! Make sure you follow up with the offer in writing.
They’ll also need a contract, and you will need to see their ID and ‘Right to Work’ document (Passport or birth certificate, or any visas), in person.
Keep in touch
While you’re waiting for the candidate to start, make sure you have all the tech in place. And importantly write an induction plan. Set a time for them for their first day, maybe slightly later than normal so you can get in and get those urgent tasks done so you don’t rush anything with them. Think about how you are going to train them. Map out their first few days/weeks roughly, finalise it and then send it to them, ideally before they start. This sets their expectations so they’re confident going in and it takes away some of the first day nerves. The day or week before the start, send them a message saying you’re looking forward to them joining.
The first day
Make sure you’re all set up and ready for their arrival on day one. Maybe even get them a good luck card and a box of chocolate or biscuits for their first day. A few of our clients go as far to put a welcome box together with branded water bottles, stationery and goodies in. A good first day lays the path for a positive future. So good luck with your hiring, and remember, if you need any help, Dovetail Recruitment is here to partner with you!
Image Credit: Pixabay
More from the blog:
The Art of Onboarding
Top Tips for Telephone & Skype Interviews
The Reality of Loneliness in Business
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