As a growing business, Jola recently advertised for a range of positions in sales, marketing, support and finance. We were lucky to have access to a pool of experienced staff, who share our values and have years of experience in the industry on our door step. Partners looking to grow their business by partnering with Jola, often recruit additional staff and sometimes struggle to find the right people. To help we have drafted a few blogs on recruitment, based on our own experiences.
Step 1 – get the job description just right
Writing a very specific job description, outlining key skills and experience, rather than copying a standard template is important. Think about your corporate culture, your company values, the role and how it fits into your organisational chart. What are your expectations in terms of performance? What skills and experience are essential? What can be learnt on the job?
Step 2 – decide on how to advertise the role
Do you invest in a recruitment agent or advertise the role yourself?
If you only advertise on your own website, your reach is limited. You can advertise on the top-ranking recruitment websites for as little as £55. It is worth researching how long your vacancy will be advertised for and analysing the web traffic.
LinkedIn recruitment offers a cost-effective way to post a job and receive filtered applicants based on your criteria. You can share the job and encourage others to share the job within your industry, with the aim of attracting a candidate with the skills and experience you require.
For some roles, specialised recruitment agencies are useful to headhunt on your behalf.
Advertising roles internally and offering refer-a-friend schemes are also very effective, low-cost ways of generating a pool of candidates to interview.