Recruiting – the right way!

What do you think of when you think about recruitment?

Do you think “Hurrah! A chance to review the role, how it fits into my organisation and how it can improve my business”?

Or (more likely) do you weep into your breakfast, worrying about how you’re going to get the time to do it and then get the new person up to speed?

I’m going to take a wild guess and say it’s the second option. But it doesn’t need to be.

Lots of people think that recruitment can take ages because they are being made to stick to processes and best practice. Nothing could be further from the truth – actually, the opposite is true. If you have everything lined up beforehand, with a couple of standard templates & some guidance for yourself, then all you need to do is adhere to these & you’re unlikely to go wrong. Yes there are laws about recruitment, but they’re not that complicated. And they’re certainly not more complicated than HMRC rules!


Take the selection process for example. You’re basically looking for the right person, in the right job, at the right time. Still worried? Think about it this way – if you were tendering for a contract or buying a piece of technology, you’d have a checklist of all the features you wanted, wouldn’t you? And then you’d compare these same features across several different suppliers. It’s no different to hiring someone. You make a list for yourself of the sorts of qualifications, skills and experience they need to do the job well & then you create a list of questions to find out about these things.

Voila! You’re done!

As long as you stick to asking questions about the job, rather than their personal lives, you’re on the right path


There is a huge amount of evidence that indicates interviewers make up their mind about a person within about 5 seconds of meeting them. Yes, you read that right – 5 SECONDS. Imagine asking for a bank loan and the outcome being based on whether the lender liked you in the first 5 seconds!

Completely ineffective.

So instead, the lender gets to know you, finds out the facts and figures, about you, THEN decides whether to lend you the money. This immediate reaction to a person is what is sometimes described as the ‘halo/horns’ effect. It means that within 5 seconds of meeting you, the interviewer has decided whether they ‘love’ you (halo) or ‘loathe’ you (horns). They then conduct the interview looking for evidence to support these unfounded feelings.

As you’ve guessed, this isn’t the most rational approach to finding the right person. Although it’s difficult to put aside your feeling entirely, you need to remain objective when asking questions. After all, you may think they’re wonderful because they’re just like you (halo). But why would you want to appoint someone that’s exactly like you? Surely that’s why you’re there?!

On the other side, you’re obviously not going to like everyone who comes through your door (although I agree ‘loathe’ is probably a bit strong!) but even those circumstances, bear in mind that interviews terrify some people and they simply don’t perform as well as they could or would like to. Your job in this situation is to make them feel comfortable enough to give you the information you need, as well as – perhaps – letting slip or volunteering information they didn’t mean to give you. If you can do this, then you’re on your way to be a great interviewer.


Recruitment interviewing can be fascinating. As the saying goes: “All human life is there” and you’ll definitely learn how to deal with a huge variety of people when you’re doing this. Just remember that you’re not alone. If you need help or advice BHR UK LTD can support you with the administration, or help manage the entire project for you – including support during the interview process and on-boarding the new employee, to ensure they have a great induction to your company.

Contact BHR (UK) LTD today for a free and confidential chat

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