How to Find Suitable Staff
It is difficult to overstate just how important it is to find the right person for the job when taking on a new member of staff. A start-up business can stand or fall on the strength of its staff and it is widely acknowledged that people are the greatest asset in any successful organisation.
The first step is to identify the barber shop’s staffing requirements and plan how to fill any vacancies. Start the recruitment process by writing a job description. This should include the job title, the barber shop’s location, a list of the main duties and a summary of the general nature and objectives of the job.
Next write a person specification to define the qualities the barber shop needs candidates to have. Think about the knowledge, experience, qualifications and skills applicants should possess and be sure to distinguish essential requirements for the job from those which are desirable.
Unearth Suitable CandidatesThere are, of course, various ways to find staff. The vacancy can be advertised in national, regional or trade press or on one of the many UK job websites. An employment agency or Jobcentre Plus can be used, word of mouth can unearth a suitable candidate, colleges and schools may be able to help and do not dismiss local advertising – either in the barbers itself or in a nearby newsagents.
Regional newspapers can target candidates in a particular locality, but internet websites can reach a wider audience and may already have a database of suitable candidates. Think about the cost of placing an ad, as websites will often prove cheaper than newspapers. Either way, the ad has to be concise but still give enough information to help candidates decide whether or not to apply. It should clearly state:
- The skills, experience and qualifications required.
- The location and pay range.
- How applicants should respond to the advertisement, be it by completing an application form or sending a CV.
- The deadline for responses.
Using an employment agency will save time and temporary employees can be given a trial run before being taken on permanently. It is an expensive option, though, as an employment agency may take up to 30 per cent of the employee’s annual salary.
Be sure to agree fees – including advertising costs – and terms before appointing an employment agency and be clear about whether a permanent or temporary worker is required.
The employment agency will have a database of candidates and can also advertise on behalf of the barbers. If the recruitment process is not successful and an appointment is not made, there will not, in general, be a fee to pay. The agency may even offer a rebate for unsuitable candidates or provide another candidate.
Jobcentre Plus operates in the same way as employment agencies, but the service is provided at no direct cost to employers. With access to a large pool of job-ready candidates, Jobcentre Plus can help employers find the right person quickly and can sometimes arrange a work trial as part of the recruitment process.
Jobs will be posted on the Jobcentre Plus website and the vacancy will also be shown on touch-screen job points used by more than 1.5 million UK customers looking for work each week. Jobcentre Plus may also offer the use of interview rooms and help with sifting applications.