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    • Action plan

    Developing a recruitment process for scale

    Medium effort

    Medium impact

    Hiring processes tend to be informal in the early stages of a company’s growth. Business leaders often rely on their network to find candidates and are involved in every stage of the recruitment process. That’s difficult to scale. A lack of process can lead to lower levels of diversity and increases the risk of making bad hires. Developing a robust recruitment process can solve these issues and make sure you have the talent you need to scale.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline
    What's involved? Ways to use this action plan Measuring impact
    1

    Conduct a skills gap analysis

    Impact: high

    Why will this help?

    Taking time to scope out the requirement and how the role will evolve gives you a better sense of what’s needed. This helps you identify the right candidate and set expectations.

    Conducting a skills gap analysis

    Use our free skills gap analysis checklist to determine the key skills missing from your organisation.
    2

    Develop a structure for advertising new opportunities

    Impact: high

    Why will this help?

    Moving beyond your network and company marketing channels increases the quality of candidates. Relying on you or your employees’ networks risks limiting diversity too.

    3

    Introduce a structured interview as part of the process

    Impact: medium

    Why will this help?

    Presenting the same questions in the same order helps reduce bias and makes it easier to compare and evaluate different candidates.

    4

    Set tests and trial days to quickly gauge candidates’ capabilities

    Impact: high

    Why will this help?

    Getting candidates to complete a task as part of the hiring process shows the quality of their work and how well they can follow a brief.

    5

    Delegate the different stages of the recruitment process

    Impact: medium

    Why will this help?

    In a growing company, business leaders shouldn’t be involved in every stage of the recruitment process. Delegating CV sifting, first-stage interviews and other tasks empowers employees and ensures you don’t become a bottleneck.

    Check employees have everything they need when delegating

    Successful delegation is all in the preparation. Work through our checklist when delegating tasks to make sure employees have everything they need to complete the work to a high standard.

    What can I do with this Action Plan?

    Start this Action Plan

    Add some extra information to this plan and we’ll help you get it done.

    • We’ve designed our action plans to be completed in the order of steps laid out and explained why each step is important
    • Customising your action plan lets you set your own completion dates, assign tasks to others and get notifications
    • Helpful tools are provided for certain steps while a tracking metric at the end will help you determine the long-term success of your effort
    • A downloadable PDF version of each action plan is available if you’d like to compete it offline

    Download and print

    Get a printable template for this Action Plan, fill it in with some target dates, and share it with your team. Pin it on the wall where everyone can see it.

    Get the printable Action Plan

    Learning Groups

    We also run Learning Groups on these topics where you can join other leaders tackling the same challenges.

    Find a Learning Group

    How will I know if my action plan is working?

    New staff satisfaction survey results

    Staff satisfaction surveys help gauge sentiment

    Why this metric?

    Whether gathered anonymously or not, staff satisfaction surveys help gauge the sentiment of your people as changes are made and impacts are felt.

    How do I start tracking?

    Use an online survey to get feedback from new members of staff after three, six and 12 months to find out how they feel they were welcomed into the business and given what they were needed to do the job effectively.