So many things have changed since the Covid-19 Pandemic, including the recruitment process. Business consultant Penny Etheridge believes it’s possible to improve how we recruit, and outlines how:
Essentially, Penny says that on reflection, some key areas in our industry needed to change or adapt to the new commercial landscape. And she believes we can adopt a new approach to the recruitment and interview process.
Online first interviews
Penny says technology can assist you in adopting a more flexible first-stage interview process for prospective new employees. Since Lockdown, we have all got our heads around video meetings, so let’s utilise these newfound skills. Penny advises you automatically hold first-stage interviews online.
In other industries, video has become the standard interview process. However, you will need to plan video interviews thoughtfully. Candidates need to be well-prepped in advance on the technology used for the interview.
Before the interview, Penny advises sending out a polite email to your prospective employee. This is not only to confirm the date and time but outline the importance of looking professional and making good eye contact. Ensure they know to interview in a private, quiet space.
Great internal recruitment incentives
Penny says to make good use of your existing employees’ networks to expand your recruitment reach. This could help you find the right talent for open positions. Employee referrals turn candidates into permanent hires about 55% faster than normal recruitment channels. Employees recruited through referral have a higher retention rate within that business. By promoting a high-reward referral scheme within your company, you can implement a strong recruitment channel for bringing in new talent. This is also a great way for employees to engage and build relationships with one another. Recommendation reward packages help organisations keep their employer branding strong. This is especially important when your company wants to bring in new talent.
Fact
Many fantastic candidates have hit the market due to extreme circumstances.
Penny outlines three key points to remember:
- Never stop searching. You never know when you may meet someone who will enrich your salon team. They may not become your employee right off the bat, but getting interesting connections will help you when you decide to expand your business
- Do not lower your recruitment standards only to fill an empty spot in your salon. A hire-and-fire approach looks amateur and creates discord in your team
- Utilise your current team’s network of friends and family. Offer a healthy incentive for recommendations that lead to permanent engagement within your organisation.
Thanks to Penny for sharing this expert advice on recruitment. We hope this helps you with any future quests you have finding new team members.
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