HR recruitment is an important process that requires research and careful consideration; whatever form of business you run, ensuring that your HR staff are up to scratch is essential to making sure that your business operates as efficiently as possible, especially in regards to employee issues.
Despite the importance of HR though, for many businesses it is impractical to have a full team working internally. Indeed, for smaller businesses an HR department can be too expensive an operation – in these cases, looking for an external team – or some other form of alternative – can be essential.
If you are interested in externalising your recruitment, or want to find out more about the alternatives that are available, simply continue reading the content on this page. If however, you want to compare the best HR outsourcing options, you just need to complete the form at the top of this page.
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Role of an HR Recruitment Consultant
As with other forms of recruitment, an HR recruitment consultant will be an expert at finding suitable candidates to manage your staff processes; this will mean that they will understand human resources, as well as the various legal and technical considerations that go with it. Of course, this is not true for every recruiter, so it is important to opt for a specialist to make sure that whichever agency you work with, they know how to find the correct human resource staff.
In the sections below, we have split the role of an HR recruitment consultant into different sections that provide information about various functions.
Find Prospective HR Hires
The first step in HR recruitment is finding a pool of potential hires; generally speaking, HR recruiters will use tools like LinkedIn – as well as online and traditional jobs-boards – to find a number of prospects.
Often this first pool of prospects will need to be scaled down significantly; generally it will include a range of candidates who are unsuitable, this can be for a range of reasons – from lack of experience, to salary expectation.
HR recruiters will use your business specifications to help put this pool of potential staff together – they can use your specific requirements, as well as profiles as previous hires to help make sure the prospects are as appropriate as possible.
Selecting Prospective HR Hires
As mentioned, the initial pool of HR prospects will often include a number of unsuitable candidates; the second step in the process for HR recruiters is to trim down their list until they have a selection of candidates that suit their client’s broad requirements.
This will generally include identifying specific qualities, working out aspirations and requirements that match those offered in the role. Normally, recruiters will be able to assess the viability of a candidate through email or over the phone.
Preparing HR Hire Interviewees
The final stage in this process sees the recruiter cut down their list a little more to match their client requirements even closer. This will mean that – as well as being applicable in terms of salary expectations and experience, the prospects remaining will also be applicable in regards to their ethos and motivation – most companies want staff that suit, and this process is about ensuring that is the case.
Once the final list has been put together, the recruitment consultant will work on preparing prospective hires for the interviews; this will involve providing insight into the job requirements, as well as information about your company.
This stage in the process lets the recruiter get more information that can be passed on to you, and it also allows your prospective hire to arrange their own experience so that everyone involved can understand how they can best work together.
Interviewing HR Consultants
Once your HR recruiter has completed their list of candidates, they will work with your business to arrange interviews; they will help you to arrange times for interviews, and they will also generally negotiate on behalf of interviewees. They will also provide you with insight into candidates if you seek it.
Often, managers and business owners are sceptical of recruitment personnel’s intentions, though they do not need to be. It is in the interest of the recruiter to provide you with the best candidates possible; indeed, often an HR recruitment consultant will provide you with a higher quality of candidate than you might be able to find with internal staff.
As when interviewing other types of staff, it is important to prepare yourself for an interview with an HR candidate; you need to understand the role, as well as the various processes within it. You also need to do your own research so that you know an interviewee’s experience – it will help you to communicate with them, and it will – of course – help you to understand how suitable they are for your company.
Some common considerations for interviews with HR professionals include:
- Experience – what past experience makes the candidate suitable for this role?
- Ambition – what makes the candidate tick? Why do they want this job?
- Expectations – what does the candidate expect from the job, and how does that match up with your own expectations.
- Practical exercises – it is common for candidates to prove their skills for a huge range of jobs, HR is no exception – role-play some scenarios to make sure the candidate’s methods reflect yours.
The information on this page has been designed to help business owners understand how they might hire an internal HR staff member; however, this may not always be the best choice. Outsourcing your HR is a real possibility that can be far more suitable for a range of businesses.
A number of factors will dictate whether a business should hire internally or externally – many of these considerations will be obvious:
- How many staff do you have?
- What functions do you need performed?
- Are you completing a long or short-term HR project?
- Is it cheaper to hire internally or externally?
- Does the HR candidate need an in-depth understanding of your specific business or industry?
But there are also other factors that might be less obvious:
These considerations can be more difficult to pin down than they seem, but knowing the answer to these questions can be incredibly useful. Deciding whether to hire in or externalise your human resource department is important, and it certainly is not a decision to be taken lightly.
Speak to as many experts – both outsourced and internal candidates – as possible to determine which type of human resource option will be best for you.
Comparing HR Recruitment Companies
The information on this page has been designed to provide you with enough information as possible about HR recruitment. What is important to remember is that research is essential - it is not enough just to opt for one choice or another, you need to consider which option really is best. Internal HR recruitment may be right for you but, equally, you may be far better off with an external agency.
To find out more about the range of HR options available, simply complete the form at the top of this page. It is the best way to compare top HR professionals, and it could help you to make your decision between internal and external human resources.
Comparing HR quotes with Approved Index is free, quick and easy, and it could save your business as much as 40%.
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First Signs That You Should Not Take That Job
To provide a little counter-balance to the content above, this section has been designed to warn candidates against some of the risks that might come with finding a new job. Take a look now to keep yourself in the know.
You finally have the break-through and landed yourself an interview for a job. Great! You may be a little nervous when you turn up. That’s normal. You observe the building, the workers, and the overall workplace environment trying to take it all in and make sense of what it would be like to work here.
This prospective employer might even end up making you a job offer. But hold your horses just a minute. Do you know what you are getting yourself into?
You may have other interviews in the pipe line or maybe not. You may fortunately already have a few job offers - that's even better! So how do you decide whether you should take this job or not?
We spend a lot of our time in the workplace and often identify ourselves with the profession we undertake. With that in mind it can be wise to give it some deep thought on the jobs we take on and whether it would be a good move for us.
We can all agree we do not want to get stuck in a job that we hate. We want a workplace where the environment is nurturing and your work is valued and appreciated. Where you can learn and develop your skills and have healthy social relationships.
Your senses can tell you a lot, so don’t put everything you may notice as a little off around this potential workplace as down to your nerves. These may be signs that this workplace is not a place you want to be working in and may contain overbearing bosses, unpleasant employees and stressful work environments
We at Approved Index have taken it upon ourselves to highlight some of the first signs to look out for that a workplace is toxic and you should steer clear. Check out our fun and humorous infographic below:
Please include attribution to www.approvedindex.co.uk/hr-consultants with this infographic.