Youth unemployment in the UK is currently running at about 16%. It’s less in the US and slightly more in many EU countries. But, it can still seem difficult to recruit suitable young people. And it’s not just me that’s ‘picky’ – people I talk to have had similar problems.
You start off by getting lots and lots of emails with CVs attached. Many of them are poor quality and haven’t been tailored to the job you are offering. You pick out the best six or eight candidates and invite them for interview. A couple never reply; another two say they’d love to attend and then never turn up on the day (with no explanation). So you’re left with half of your original field to choose from.
Don’t get me wrong, you can often find a terrific candidate but it’s a depressing experience.
Most websites look at the process from the job-seeker’s point of view: how to prepare your CV, what clothes to wear for interview; how to answer difficult questions etc. But let’s instead look at it from the employer’s point of view.
So here are some tips for getting it right:
- Decide exactly what the post is you want to fill – is it really a full time job, or would you be better with a part time person (or even a job share)?
- List everything the job entails and from this decide what you are looking for in your candidate. Do you want someone young and eager to learn or do you need someone older with previous experience? Think about who will fit best in your current workforce.
- Now consider where you are going to advertise. A senior job would probably be advertised in a trade magazine or on a specific website for Sales Managers, Accountants etc. But if this is an entry-level job and you are looking for a young person then online would be preferable. Also look at the services your local Jobcentre or other government scheme can offer.
- Make sure your advert is clear and gives all the necessary information. If it’s a junior job don’t be worried about providing details of salary as this will stop people applying who are currently earning more. You don’t want to waste their time or yours. Make sure you include the hours, where you are based and what skills are required.
- Have a structure for the interview. Talk to them and tell them about the company as well as asking question – it’s a two-way transaction. But don’t just go off what they say. If the job demands a specific skill, do a test. If you need someone to answer emails then good writing skills and accurate typing are needed. You’d be surprised how many people come across well at interview and seem to have all the necessary qualification, but when asked to perform the job they haven’t a clue. But never give candidates unfair expectations of the job. You’ll just end up wasting time and money training them and then losing them to another employer.
- Always try to interview with a colleague – so that you both see each candidate and can compare notes afterwards (and yes, it is important to take notes ).
- When you’ve made your decision, set out the terms and conditions clearly in writing (email or letter) then sit back and hope that your new member of staff actually turns up on the start date!
Author: Diana Nadin
