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Το περιεχόμενο παρέχεται από το ecologyacademy. Όλο το περιεχόμενο podcast, συμπεριλαμβανομένων των επεισοδίων, των γραφικών και των περιγραφών podcast, μεταφορτώνεται και παρέχεται απευθείας από τον ecologyacademy ή τον συνεργάτη της πλατφόρμας podcast. Εάν πιστεύετε ότι κάποιος χρησιμοποιεί το έργο σας που προστατεύεται από πνευματικά δικαιώματα χωρίς την άδειά σας, μπορείτε να ακολουθήσετε τη διαδικασία που περιγράφεται εδώ https://el.player.fm/legal.
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#39 - Getting Recruitment Right: how to maximise your hiring power, and avoid bias

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Manage episode 394279446 series 2945305
Το περιεχόμενο παρέχεται από το ecologyacademy. Όλο το περιεχόμενο podcast, συμπεριλαμβανομένων των επεισοδίων, των γραφικών και των περιγραφών podcast, μεταφορτώνεται και παρέχεται απευθείας από τον ecologyacademy ή τον συνεργάτη της πλατφόρμας podcast. Εάν πιστεύετε ότι κάποιος χρησιμοποιεί το έργο σας που προστατεύεται από πνευματικά δικαιώματα χωρίς την άδειά σας, μπορείτε να ακολουθήσετε τη διαδικασία που περιγράφεται εδώ https://el.player.fm/legal.

***HAPPY NEW YEAR***

In the first episode of 2024 Richard talks about how to maximise getting the hire process right and how to avoid or minimise biases. In the podcast Richard outlines the following key stages:

1. Identifying the Need for a New Role

2. Creating a Detailed Job Description

3. Advertising the Role

4. Screening and Shortlisting Candidates

5. Conducting Interviews and Assessments

6. Reference Checks and Background Verification

7. Making the Offer

8. Onboarding Process

9. Probationary Period

10. Post-Probation Integration

Finally, Richard discusses what could be done if recruitment goes badly and explains why it's important for an employer to take proactive steps to understand what went wrong and how to rectify the situation. Here are some actions an employer can take:

1. Conduct a Thorough Review of the Process:

  • Analyse each stage of the recruitment process to identify where it deviated from expectations or best practices.
  • Seek feedback from the recruitment team, candidates, and any external agencies involved.

2. Identify Specific Issues:

  • Determine if the problems were related to unclear job descriptions, inadequate assessment methods, poor candidate experience, or other factors.
  • Assess whether there were any legal or compliance issues during the process.

3. Implement Corrective Actions:

  • Address specific issues identified in the review. For example, revise job descriptions, improve communication with candidates, or update interview and selection methods.
  • If legal issues were identified, consult with legal experts to ensure compliance in future processes.

4. Improve Training for Recruitment Staff:

  • Provide additional training on unbiased recruitment practices, effective interviewing techniques, and legal compliance.
  • Encourage a culture of continuous learning and improvement among the recruitment team.

5. Revise Recruitment Strategy and Policies:

  • Update recruitment policies and strategies to reflect lessons learned.
  • Consider adopting new recruitment technologies or methods to improve efficiency and effectiveness.

6. Enhance Candidate Experience:

  • Make the application process more candidate-friendly.
  • Ensure timely and respectful communication with all candidates, including those not selected.

7. Re-engage with Previous Candidates:

  • If appropriate, re-engage with strong candidates from the previous process who were not selected.
  • Communicate any improvements made to the recruitment process to demonstrate commitment to candidate experience.

8. Strengthen Employer Brand:

  • Address any negative feedback or perceptions that arose from the recruitment process.
  • Enhance your employer brand through positive communication and engagement strategies.

9. Seek External Assistance:

  • If internal efforts are insufficient, consider engaging external HR consultants or recruitment agencies for expert guidance.

10. Plan for Future Recruitment:

  • Incorporate the learnings into future recruitment planning.
  • Establish metrics and regular reviews to monitor the effectiveness of the revised recruitment process.

11. Focus on Onboarding and Retention:

  • If the issue was not with the recruitment but with high turnover post-hiring, focus on improving the onboarding process and employee retention strategies.

Remember, a bad recruitment process can be a learning opportunity.

---

NEW COURSE FOR 2024:

Career Workshop for Aspiring Ecological Consultants: 2024

https://training.ecologyacademy.co.uk/courses/career-workshop-for-aspiring-ecological-consultants

Get 50% off this course for the entire of January by using the discount code ECOJAN24 at the checkout.

-----

CO-HOSTS WANTED

Want to join me as a co-host? Then email hello@ecologyacademy.co.uk and tell me why you would be a great addition to the podcast!

  continue reading

44 επεισόδια

Artwork
iconΜοίρασέ το
 
Manage episode 394279446 series 2945305
Το περιεχόμενο παρέχεται από το ecologyacademy. Όλο το περιεχόμενο podcast, συμπεριλαμβανομένων των επεισοδίων, των γραφικών και των περιγραφών podcast, μεταφορτώνεται και παρέχεται απευθείας από τον ecologyacademy ή τον συνεργάτη της πλατφόρμας podcast. Εάν πιστεύετε ότι κάποιος χρησιμοποιεί το έργο σας που προστατεύεται από πνευματικά δικαιώματα χωρίς την άδειά σας, μπορείτε να ακολουθήσετε τη διαδικασία που περιγράφεται εδώ https://el.player.fm/legal.

***HAPPY NEW YEAR***

In the first episode of 2024 Richard talks about how to maximise getting the hire process right and how to avoid or minimise biases. In the podcast Richard outlines the following key stages:

1. Identifying the Need for a New Role

2. Creating a Detailed Job Description

3. Advertising the Role

4. Screening and Shortlisting Candidates

5. Conducting Interviews and Assessments

6. Reference Checks and Background Verification

7. Making the Offer

8. Onboarding Process

9. Probationary Period

10. Post-Probation Integration

Finally, Richard discusses what could be done if recruitment goes badly and explains why it's important for an employer to take proactive steps to understand what went wrong and how to rectify the situation. Here are some actions an employer can take:

1. Conduct a Thorough Review of the Process:

  • Analyse each stage of the recruitment process to identify where it deviated from expectations or best practices.
  • Seek feedback from the recruitment team, candidates, and any external agencies involved.

2. Identify Specific Issues:

  • Determine if the problems were related to unclear job descriptions, inadequate assessment methods, poor candidate experience, or other factors.
  • Assess whether there were any legal or compliance issues during the process.

3. Implement Corrective Actions:

  • Address specific issues identified in the review. For example, revise job descriptions, improve communication with candidates, or update interview and selection methods.
  • If legal issues were identified, consult with legal experts to ensure compliance in future processes.

4. Improve Training for Recruitment Staff:

  • Provide additional training on unbiased recruitment practices, effective interviewing techniques, and legal compliance.
  • Encourage a culture of continuous learning and improvement among the recruitment team.

5. Revise Recruitment Strategy and Policies:

  • Update recruitment policies and strategies to reflect lessons learned.
  • Consider adopting new recruitment technologies or methods to improve efficiency and effectiveness.

6. Enhance Candidate Experience:

  • Make the application process more candidate-friendly.
  • Ensure timely and respectful communication with all candidates, including those not selected.

7. Re-engage with Previous Candidates:

  • If appropriate, re-engage with strong candidates from the previous process who were not selected.
  • Communicate any improvements made to the recruitment process to demonstrate commitment to candidate experience.

8. Strengthen Employer Brand:

  • Address any negative feedback or perceptions that arose from the recruitment process.
  • Enhance your employer brand through positive communication and engagement strategies.

9. Seek External Assistance:

  • If internal efforts are insufficient, consider engaging external HR consultants or recruitment agencies for expert guidance.

10. Plan for Future Recruitment:

  • Incorporate the learnings into future recruitment planning.
  • Establish metrics and regular reviews to monitor the effectiveness of the revised recruitment process.

11. Focus on Onboarding and Retention:

  • If the issue was not with the recruitment but with high turnover post-hiring, focus on improving the onboarding process and employee retention strategies.

Remember, a bad recruitment process can be a learning opportunity.

---

NEW COURSE FOR 2024:

Career Workshop for Aspiring Ecological Consultants: 2024

https://training.ecologyacademy.co.uk/courses/career-workshop-for-aspiring-ecological-consultants

Get 50% off this course for the entire of January by using the discount code ECOJAN24 at the checkout.

-----

CO-HOSTS WANTED

Want to join me as a co-host? Then email hello@ecologyacademy.co.uk and tell me why you would be a great addition to the podcast!

  continue reading

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