Before you start recruiting have you asked yourself what the overall objective is of the recruitment need. Resignations usually come when you least expect them. Do you have some form of contingency plan for every member of staff?
Who could you promote into the position? Have you got a good number two lined up? Could you start grooming someone now for this position in the future?
Is now the right time to restructure the department where the vacancy exists? If so, will you need to recruit someone with the same skills or someone different?
Where might the person you need be working now? Do they have to "hit the ground running" or have you time to train a less experienced person?
Can this role be undertaken as a job-share or could you offer flexi-time? Does it need to be full time hours? The greater the flexibility you can offer, the wide the pool of candidates you are likely to have.
Have you got up to date and accurate job specifications and person profiles for each role? There are important tools to aid recruitment, these ensure that the position being recruited for is understood and clarified.
What skills do you need/have to recruit effectively? Have you and/or your staff involved in the recruitment activity aware of the employment legislation relating to employing staff?
Do not use a "knee-jerk" reaction to recruitment; this will only waste your time and money. Planning and preparation are key.
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