I’m the biggest believer that by focussing on your recruitment strategy, and hiring right, right from the start, you are likely to save an enormous amount of time, and money. I have however seen it time and time again where businesses cut corners, and then can’t understand why they are backfilling positions, not to mention feeling frustrated about the cost implications – and who can blame them, getting it wrong really can cost thousands.

If this sounds familiar, perhaps it’s time for a little shake-up, and a new approach to your recruitment strategy. Please don’t fret if you are feeling a little frazzled. I have helpfully outlined below my top tips to help you recruit the right talent for your business, which in the long run will save time, cost and not to mention your energy.

Recruitment Partnership – Personally I will not entertain transactional recruitment campaigns – on paper it might sound easier to fire off a job spec and see what comes back, but it’s unlikely you will get the right candidate, and you certainly won’t get a fully engaged Recruiter working tirelessly on your role. Forge a relationship with your Recruiter. It’s important to ensure you are also working with a specialist Recruiter who will understand your industry and the role you are looking to fill. It’s crucial to allow them to visit you onsite to discuss the role, see your offices, and meet your team. Communicate throughout the process and be timely when arranging interviews and delivering feedback. Make time now, save time later.

Be Values Driven – Values should be at the heart of your recruitment process. If you don’t have your values nailed down then this should be step-one and you shouldn’t be recruiting until you do. By hiring based on values you cannot go far wrong – you can teach the role, you cannot teach values. My most long-standing hires have always been recruited this way.

Onboard Thoroughly – It can all go drastically wrong if you don’t have a solid onboarding process. Of course, your induction must include showing them their desk, and running through your health and safety process, but how are you actually onboarding them into your company? Think about who they should meet, what their first week, month, and quarter will look like, what your expectations are, and crucially fix in the diary touch points to check-in.

A Defined Role – This might sound bonkers, but you’d be surprised how many times I am approached to recruit for a role that hasn’t actually been defined. It’s damaging to go to market before you have taken steps to understand what role you are recruiting for fully. Of course, factors may change throughout the process, but you are wasting your own time and money, and potentially reputation, by not having this nailed down before you advertise your vacancy.

By taking my expert advice you are likely to recruit the right people, right from the start – there should be less need for the not so fun part of HR, and your business should reach its benchmark with the right people behind it.