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Six Recruiting Tips for SME’s

Recruiting for new employees can feel a little daunting. The recruitment process can be time-consuming and costly, especially if, further down the line, the person you’ve recruited doesn’t meet your expectations. Follow these top tips to help you to find and select the right person for the job.


1 Don’t discriminate

Familiarise yourself with the Equality Act 2010 so that you provide a fair recruitment process.


2 Before you advertise

It’s important to spend some time gathering key information about the job; its purpose and what the responsibilities and tasks are. This job analysis forms the basis of your job advertisement, job description and your person specification. It will help you determine your requirements in terms of skills, attitude, pay and training that you may provide.


3 Write a compelling job advertisement

Use jargon free job titles; highlight what the candidate will do and include why you are a great company to work for. Say what experience and skills you are looking for, along with benefits that your target candidate would care about.


4 Select appropriate recruitment methods

How and where will you advertise? What is your budget? Remember, there’s lots of places you can advertise for free such as your website, Twitter and Facebook. Don’t forget, you can use multiple methods to advertise your vacancy.


5 Be thorough with your selection process

The ‘classic trio’ of application forms, competency based interviews and references from previous employers is used by around 80% of organisations to select new employees. But although face-to-face interviews remain one of the most popular selection methods (because people like to know who they are going to be working with), they are actually quite unreliable, so think about introducing additional items such as ‘work samples’ - the candidate completes exercises that they would be required to undertake as part of the position; ‘computer exercises’ - demonstrates a candidate's computer skills using particular programmes; and let’s not forget ‘role-play’ which can test a candidates problem solving, decision making, verbal communication and reasoning skills.


6 Understand the legal implications of offering a job

When you make someone a job offer, even if it’s only verbal, a legally binding contract has been formed. You must provide a ‘written statement of employment particulars’ within two months of the start of employment.

You must ensure your new employee has the right to work in the UK and you must pay them at least minimum wage. If they are eligible, you will need to set up a workplace pension scheme for them.

If this is your first employee then you will need employer’s liability insurance and also register yourself as an employer with HMRC.

If you would like support and advice regarding the recruitment of employees or if you have any HR query, contact theresa@harris-hr.co.uk or call 01273 552862.

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HR consultant in Brighton, Burgess Hill, Haywards Heath and Sussex. Providing outsourced HR support for small and medium businesses.​

Company registered address: 225 London Rd, Burgess Hill, RH15 9QU - Company registered number 11152400