So you’ve made the decision to go in-house with your organisation’s recruitment. You know your strategy, the tools you need, and the skill sets you are looking for to obtain your vision. But how do you find the right people to deliver the recruitment activities?
To start with, you may need to put together a job description for an in-house recruiter. This individual will manage all of your daily recruitment tasks, such as assessing applications and screening candidates.
Creating this job description can be extremely beneficial; in particular it can define the new role in the business. You’ll consequently know what you are looking for, to avoid any wrong hiring decisions.
Putting together a job description for a new role within your business can be a difficult task, so Webrecruit looks at what you need to consider:
1. Think about the scope of the role
How does it fit in with the current HR team? And what/how big are your recruitment objectives?
Remember, a standalone role will produce a bigger task list compared to a position which is looked after by a manager.
2. The experience
How experienced do you want your in-house recruiter to be? Or are your team looking for someone to train up?
Similar to looking at the scope of the position, think about how the new hire will fit in with the department. Your criteria set should then adhere to this, with a solo role requiring much more experience.
If they do need experience, think about what they may need to have – a recruiter license? In-depth knowledge of the top job boards and aggregators?
3. How will they be handling your vacancies?
In-house recruiting software saves time on having a large amount of email applications to sort through, and it can also work as a good selling point for candidates.
An ATS can be a great solution for an easy and effective method of managing in-house recruitment. Find out more.
4. Set your salary at the right level
Although you may be stuck on what salary to offer, it helps to have a banding in place as a starting point. If you really don’t know where to begin, a salary benchmark tool can come in useful such as this one from Total Jobs or information listed on Recruiter’s jobs site.
5. Provide a short role summary
If you find yourself creating a huge list of responsibilities, try creating four or five key duties which sum up the essentials of the role. This creates an easy-to-read job description, and points to refer back to during interviews.
6. Finally, don’t forget the soft skills
Although the essential criteria you come up with are vital for candidates to possess, there are further important attributes which won’t be measurable on applications. Skills such as good task management and a professional telephone manner will really make a candidate stand out.
Want to know what Webrecruit can do for you? We partner with businesses that are looking to bring their recruitment in-house by setting up direct sourcing programmes. Find out more here.
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