Everyone knows recruitment takes time and money. We hope this information will help you attract the right people to your workforce and keep them once you’ve found them.
Recruitment
Most companies already have job descriptions and person specifications which list the duties of the role and the essential qualities and qualifications needed to be successful in the job.
When shortlisting, it helps to draw up criteria against the job advert. You can involve colleagues in the interviewing process.
Plan your interview questions and the interview environment. Allow enough time for each interview and consider interview techniques.
Tests can be useful in helping you make your decision. They need to be objective and focused on the skill or ability you need to test, e.g. getting an applicant to type a letter or measure materials.
Trial periods – make this clear in the advert, during the interview and in the offer of employment. Tell them how long the trial will be and what they will be paid during it.
It is helpful to let the candidates know the outcome of the interview as soon as possible. This is particularly important for the successful candidate as he/she may be applying for more than one job.
The offer letter should include job title, conditions, terms of pay, bonuses and pension, probationary period, date and time of start and any action required by the candidate.
Induction
Remember, when taking on a young person, this may be their first job and they may not be aware of things that seem obvious to you. To avoid potential problems, make sure you are clear about:
- When they will get their statement letter (sometimes referred to as contract of employment), with details of their terms and conditions of employment. Statement letters are a legal requirement for all employees.
- How and when they will get paid, whether they need to open a bank account and if they will be working a week/month in hand.
- What they should do if they want to take holiday or need to take time off sick. Make sure they know what they are and aren’t entitled to.
- Your policies on dress code, personal phone calls/email /Internet, including personal use of company computer and phone systems.
- Information about toilets, refreshments and catering arrangements, storage of personal belongings etc.
- Company health and safety procedures.
It’s always a good idea to explain why these policies are in place, e.g. for health and safety, customer requirements and so on.
Assigning an existing member of staff as a ‘mentor’ or ‘buddy’ can help new staff settle in.
Training
Research proves that good quality training helps retain and motivate staff as well as making businesses more productive.
Apprenticeships can help provide structure to your existing training and provide the trainee with recognised industry qualifications.
The Government funds apprenticeship training and most full and part-time college courses for 16-18 year olds. Partial funding may be available for over 19s.
The National Apprenticeship Service provides free, impartial information on training and apprenticeships. They can also advise on funding for training and put you in touch with training providers. www.apprenticeships.org.uk
Improving Communication
Young people don’t always have the confidence to speak up and might leave their job rather than try and resolve their worries.
By having regular reviews with your new employee and promoting open communication and discussion, this sort of problem can often be resolved.
Examples of things they might be concerned about could include:
- The hours or type of work may have changed but no one has explained why.
- They need more support to help them learn new tasks.
- Training was offered and you just haven’t got around to arranging it yet.
- They may be bored if they’ve picked things up faster than expected and be interested in more responsibility.
If you’ve recruited someone aged 16-19 and they seem unhappy, and they feel unable to discuss things with you, they can contact Connexions for impartial advice and guidance.
They can also visit www.sortitonline.com or ring 0115 9484 484 to find details of their local office.
