If you wish to post a job advert with us then you can do so using the following link:
   
    Job Registration Link

The following is some useful information when looking for a candidate.

The job specification... Time spent breaking down and assessing the position that you are seeking to fill, and coming up with a job specification is vital.

With a comprehensive job specification you will give yourself a useful reference point for many of the actions you are about to undertake.

Job Title – what is the job title for the position and what level?

Job Description– what are the responsibilities of the position?

Job Skills – connected to each job function will be skills that are required. List these alongside the function?

Job Development – how do you see the role developing, and over what time span – are there skills necessary for the future role?

Personality profile – what kind of character is required for the role and the company as a whole?

Benefits – what are the salary and fringe benefits you are seeking to offer?

Breaking down the job specification

Take the job specification and highlight the ‘facts’ that can give a measurable quality. These facts will help you in the interview to stress the importance and demands of the role.Place the key roles in order of priority, and having defined the priorities give a percentage of time figures for each role. You can now ask the question how much time would that role involve?

Know the candidate’s CV

There are a number of key reasons for reading the CV well in advance of the interview

• Match applicant to the job spec
• Highlight areas for questioning
• Look for any discrepancies.

The Interview Agenda

The creation of a written agenda is vital for a number of reasons.

• It gives you control in the interview
• It gives you control over time
• It prevents side tracking

Formats may vary along the lines of the following:

Company Projection

The impression your company creates is not confined to the interview; it starts from the advertisement and continues through to the offer of employment.How do you gain credibility and sell your company?

• List four benefits of your company with evidence
• Brochures
• Introduce to others in the company
• Anecdotes (except the Christmas party)

The Second Interview

For those companies who conduct second interviews, the format can often be a repeat of the first, but with a different interviewer. Whilst this is acceptable, this does not stretch the interviewee, nor does it take the opportunity of a greater assessment of the skills on offer.

Greater success is often gained by using this forum in a more practical way. Below are a few examples you could adopt.

Role Play / Hypothetical scenarios

Present your potential employee with a real situation they might face, E.g. client interview. Provide a brief that allows the interviewee time to prepare, then conduct a meeting that challenges the skills that the job requires.A Live challengeOne step further to the role place, and more real is to challenge your candidate to take on a ‘live’ task that they will face in the role. Spending a half day participating in a client meeting (client willing) or working alongside other staff in the office are good ways of testing a candidates skills and compatibility.These methods are not only good for yourself, but they will also give your candidate an insight into the company. If they have doubts, they are reassured by meeting the people they will have to work with and often show your company as open, progressive and dynamic.

Final Assessment of the candidates

Once the interviews have been conducted you will now decide upon whom you wish to make the offer. An objective view can be made by developing a method of evaluation.Grading the candidates on the various functions and skills from the job specification can be a useful exercise. Breaking down each of the candidates’ qualities gives a logical means of comparison.Given that certain areas of the specification carry a heavier weighting than others, assessment methodology (as with psychometric tests), is designed purely to assist you in making a balanced and informed decision.Prior to making an offer of employment, the taking of references will also give you a crucial insight into your targeted candidates. To maximize your efforts here ensure that:

• The contact is in a position to give a valid assessment
• Your questions are pertinent and not leading

Having completed this process, you should now find a quiet corner, have a last examination of the material you have gathered and make your decision.

The Offer

A letter of offer of employment is the final and often the most vital part of the selection process. Most will contain basic information, and are given little thought, as often they are processed by departments separate from the recruiter. In order to secure acceptance of offers a personalized and thoughtful approach is required. The information your offer of employment should contain is listed below:

Basic information

Salary, benefits, holidays, health plan, pension, salary reviews, Car.

Additional information

Confirm in your letter the key responsibilities of the role adding what has been discussed with regard to the short and long term potential for the candidate. You do not have to make promises here, but a major reason that people refuse job offers is where they perceive their future in the company concerned was going to be. Given the importance of training it is also worth mentioning any packages you may be offering.Any of this information is what the candidate and their partner will be making their decision – it therefore makes sense to put this in writing.