The Basics of Recruiting – FAQs

As experts in flexible and part-time recruitment and consulting, we have a wealth of experience in this area. We ran a business webinar looking at the basics of recruiting including types of workers, routes to market, selection methods, onboarding successfully and, of course, how part-time professionals can help your business grow. In addition to the webinar, here are some frequently asked questions about recruiting.

Q. What is the most popular working pattern for people who work part time?

A. There is no one answer to this, due to the reasons people wanting to work part time varying and that variety meaning that different patterns are going to suit different people.  As an employer, we would encourage you to think about what pattern works best for the role initially and then apply additional flexibility to that for the right candidate, if you can.

Q. What is the recommended number of interviews in a recruitment process?

A. We would encourage employers to have at least two stages in their process, however this is not essential. The key is to understand what you are hoping to achieve at each stage and that the candidates are aware, in as much advance as possible, how many stages are likely.

Q. I want to test candidates, however I am unsure how to go about this. What would you suggest?

A. Setting a ‘test’ for candidates can be a very useful addition to a recruitment process as it will give you some confidence in their abilities. Things to take into consideration when deciding on the test include:

• relevance
• access to technology
• method of assessment
• at what stage in the process to set the assessment

We find that a simple attention to detail assessment, or the drafting of a communication for example can be simple and effective tools to help you understand the core competencies of a candidate.

Q. I have heard people speaking about psychometric testing and how valuable this can be in the recruitment process. We have never used this before, where would I start?

A. We at Ten2Two, and a growing number of our clients, utilise psychometric tests to support our understanding of candidates. These tests are not decision-making tools in themselves, however they are designed to give you a level of understanding about a candidates key characteristics or ways of working. You can couple this with the information ascertained through the rest of the recruitment process to help you in making a decision.

If you are planning to recruit, we are the experts. Get in touch with us today to see how we can help you make the process more streamlined, find exceptional talent, and maximise success for your business.