Recruiting new staff is an exciting, yet tense time for any business. There is the possibility of finding an ideal candidate that will help take the company from strength to strength. However, there is also a risk of finding an individual that could damage more than just the company’s reputation. Here are some things to consider to help you find the best candidate.
Look beyond their appearance
When employers want their staff to have attended a small handful of “elite” universities that existing staff also went to, those who studied elsewhere have little or no chance of getting in.
And when employers use the interview room to judge how middle class you are and whether they could “put you in front of a client”, polish is prioritised over potential.
When people think the best-connected get jobs over the best people, they lose faith: polling by the Social Mobility Commission found that 65 per cent of people thought that who you know is more important than what you know. So today’s index is vital as it highlights those businesses taking the most action to ensure they are open to accessing and progressing talent from all backgrounds.
Research their background
The results, based on 98 organisations employing one million people, show that a real step change is taking place in Britain’s workplaces when it comes to social mobility.
One of the most notable and positive findings is that employers are increasingly asking employees about their social background in order to see how diverse their organisations is and in the same way that questions about gender or race are now routine. Four in ten ask the type of school attended (41 per cent); a quarter ask if an employee received free school meals (26 per cent) and 39 per cent ask if employees were the first in their family to go to university.
Employers undertake huge amounts of work with young people, providing outreach activities for over 663,000 people, nearly 10,000 work experience placements and over 5,000 mentors. At the top end, employers have made significant changes to their recruitment practices and found better people as a result.
Consider unusual qualifications
But there is still much to be done. Whilst apprenticeships are common, 80 per cent of the apprenticeships offered are at level 2 or level 3 – equivalent to GCSE or A level – but not yet a genuine alternative to a university degree.
Then there is the matter of where employers look for their graduate recruits. Just 11 Russell Group universities are visited more than all of the country’s other universities put together – these happen to be in the bottom fifth for state school intake. There is also an obsessed and misplaced focus on Oxford and Cambridge, which are visited more than 118 other institutions combined.
Each company is different and should have their own approach to recruitment that reflects their own ethos and company values. Despite this, these above suggestions can apply to many different fields and many recruiting agencies swear by them for finding the best candidate for the role. Have you got any suggestions for recruiting the ideal person? Get in touch on our contact page.