Recruit slow! Follow these steps and you will not go wrong, I guarantee it! No-one can recruit quickly and make the best appointment.

1. Top tips for successful
recruitment & selection

2. Prepare, prepare, prepare...
Analyse the job Plan the workforce Create person spec Create job description
Bin the old spec, What needs to be What qualities are Group the
Talk to outgoing staff, done and when, what needed to do the job responsibilities into a
Start from scratch, is the workflow, How effectively, natural order, include
Wrong spec = wrong do we get from A to B communication, measures, timescales,
person = major cost to C, who is involved. presentation, education salary
etc

3. Attract the right people
Advertise fairly Advertise Widely Easy to apply Web vs Newspaper
Refer to the person Consider what the CV or application On-line is better for
specification, make it people you need read, form, open day, applicant tracking,
clear, promote watch and browse. Is employee referral, ease of application,
diversity, avoid ‘young, it a specialist or one named contact, reach is global, shelf
dynamic, energetic’ general role? include salary, life is longer
benefits & culture

4. Be consistent when short-listing
A Ensure candidates C Shortlist as a team of 3 HR, E Invite to interview
know what needs to General Manager, & recruiting outlining how
be illustrated on dept Manager to reduce errors assessment will be run.
application. and/or discrimination
TRANSPARENCY QUALITY PROFESSIONAL TRUST KNOWLEDGE
B Inform candidates that
D Apply criteria
proof of identity and right
evenly without
to work are essentials to
ambiguity
be checked.

5. Interview each person exactly the same way
People involved Place of interview Questions & Answers Avoid Halo & Horns
Short-listing team Consider room layout Follow set questions Do not fall into the
involved in all and how the interview for all interviewees. trap of scoring on the
interviews, equal role will run, each persons Take notes throughout basis of who you liked
for each person, use a role, what/who does and score each or disliked. Keep
competency based the candidate see performance soon referring to the specs
framework. from arrival? afterwards

6. Making the offer, what to include in the letter and why.
Financial elements
•Basic Salary Understand financial value
•Pension of the job
•Bonus/Overtime
Work elements
•Core hours Ensures clarity on time
•Working week commitment expected
•Holiday entitlement
Benefits
•Life/Health Insurance Focuses on security and the
•Parking/Canteen longer term
•Study support/CPD
Culture
•Invite to meet the team Allows the person to start
•Company newsletter visualising the transition
•Welcome note from MD

7. COMPANY PRESENTATION
Checks before commencement
1 – Eligibility to work
2 – Identity
3 – Qualifications required
4 – Work history
5 – Reference’s

8. CHARACTERISTICS OF ABACUS Established 2003
60+ yrs specialist
16 to date: Local market intel
Business EXPERIENCE Qualified Staff
Customer
Service
Consultants Multi-sector
Audits NI and beyond
IIP AWARDS SCOPE
Profesisonal
and Support
Multi-national
& indigenous
SMEs
Client-driven
High-profile
contracts Performance
RESULTS QUALITY
High-volume KPI Ratios
Ad-hoc CVs
Contingency IV Prep
Aftercare
RELATIONSHIP
CRM
Delivery
Client-focused
Employer Branding

9. WORKING WITH YOU
Contact People
Justin Rush – Business Director
justin@abacus.jobs
Alan Braithwaite – Business Director
Alan@abacus.jobs
Contact Points
+44 (0) 2890 313157
info@abacus.jobs
www.abacus.jobs
www.twitter.com/abacusjobs