How do I Recruit the Best Staff?

Assess your Recruitment Processes

Why is Recruitment Important?

The performance of your business will ultimately depend upon the quality of performance of your staff. Businesses need to select and recruit employees who are motivated and empowered.

Also the costs of staff turnover can be anything up to 50% of the employee's salary, some of the costs are:

It is worthwhile making sure that you don't have to do recruit too often!

How do I Ensure my Recruitment is Effective?

Reassess the Job

If a vacancy has occurred this is the ideal opportunity to consider whether the job has changed. Take the time to answer the following questions:

Write a Job Description and Person Specification

If after reassessing the job, you find that changes are required, you will need to write a job description. If no change to the role is required, you should at the very least review your existing job description. The job description should contain the following information:

Avoid making the job description too long and/or too detailed as it will become incomprehensible to external applicants and reduce later flexibility.

The person specification should identify and describe the following information:

Contact Jump on 0800 JUMP4BIZ (0800 586 742) or email we can help you with writing your job description and person specifications.

Choose your Selection Methods

It is good practice, in addition to an interview, to use other selection methods to supplement the outcomes of the interview, and provide further evidence before reaching a decision. Interview are notoriously inaccurate method on their own. Make sure that you don't rely solely on the interview. There are a whole range of different selection methods available. These are listed below:


Presentations are often used to assess the qualities of applicants applying for jobs which require a complex set of skills, together with specific professional/academic knowledge. By asking applicants to prepare and deliver a presentation on a given subject, and in some cases to participate in a discussion afterwards, you can see an example of the individual's skills of written or oral presentation, analysis and reasoning, as well as gaining some evidence of their professional/academic knowledge and of their attitudes.

Written Reports

Asking applicants to produce a piece of written work on a given subject in advance of the interview can be used to check written skills, ability to structure an argument and research subject knowledge.

Case Studies

This can be a valuable way of assessing a applicant's knowledge of a particular subject area, and their likely approach to handling a particular situation. This selection method is sometimes used for applicants for managerial posts, or for posts requiring knowledge of specific procedures, regulations or legislation.

Skills Tests

This is where you ask the applicant to demonstrate a task that is essential to the position, e.g. computing skills; lifting, presentation, etc. Other examples may include:

Group Selection Methods

This method is most frequently used to assess applicants' leadership qualities and their ability to express themselves clearly and get on with and influence colleagues. The types of exercise which are used include:

Group exercises are time consuming and, therefore, costly. However, they may be particularly useful for appointments requiring good leadership and communication skills.

Assessment Centres

An assessment centre combining various exercises, tests and interviews. An assessment centre may also require applicants to engage in a group exercise during which assessors observe their interpersonal skills.

Psychometric Tests

There are three general types of psychometric test:

Contact Jump on 0800 JUMP4BIZ (0800 586 742) or email for further advice.

Design your Advertisement

Whether on a website or in print, the advertisement should deliver the maximum amount of information in the minimum number of words that enables people to decide whether or not to apply. It should also include:

As a general rule your advertisement should no more than 150 words excluding the standard paragraphs.

Prepare an Application Pack

The application pack should include:

Short-list Your Applicants

Short-listing should take place as soon as possible after the closing date. Short-listing involves matching evidence from the application against the requirements set out in the person specification. It is important not to discriminate against applicants on any of the following grounds:

Adopt a scoring system to identify to what extent each applicant has presented evidence that they meet the short-listing criteria. Take each application in turn and work systematically through your requirements, in order of importance, awarding relevant marks for each.

Plan for the Interview

In preparation for the interview:

Send out Invitation to Short-Listed Applicants

Contact the applicants and invite them to be interviewed. The letter inviting the applicants for interview should allow time to make any special arrangements that might be necessary. It should include:

Conduct Interviews

The interview falls into four phases

Make sure:

Not everyone is trained to interview skilfully and systematically and very few of us do it all the time anyway, so it is a skill that can easily lapse. Contact Jump on 0800 JUMP4BIZ (0800 586 742) or email for further advice.

Conduct Reference Checks

Everyone should be able to come up with 3 people who are going to support them. Check with other people in the industry who have worked with the applicant. You will need to obtain written permission first.

Notify Applicants of the Results

For the successful applicant make letter of offer and include with it a copy of the employment agreement and job description. Don't make the common mistake of using a letter of offer as the starting point for negotiation. This is very risky because you don't know what the applicant's reaction is going to be. A letter of offer confirms what everyone has agreed upon. It is the last step in negotiations, not the first one.

Advise all unsuccessful applicants - this is important as it builds your reputation as a good employer. It is also important to return any CVs under the privacy laws or obtain written permission to retain them.

Analyse the Recruitment Process

As with any process you should be review each appointment you do to establish if there are things which can be improved. Challenge yourself about each aspect of the recruitment and selection process and ask yourself:

Remember, effective recruitment leading to the right mix of staff can save you a great deal of grief, time and money.

Get in Touch with Jump

If you need help, or you answered no or unsure to any of the questions in the assessment tool, then Jump Business Solutions can help you. Phone us on +64 6 754 8987 or +64 27 450 5271 or email and Jump will come to you, discover your needs, and develop a solution that will create real, long-term and positive change for you and your business.