Back to Basics: Recruitment

As the latest wave of school-leavers floods onto the jobs market, now's the time to think about your recruitment techniques.

How do you attract the kind of applicants you need? How do you maximise your chances of taking on the kind of people who are likely to stick around, learn the skills you need and make a real contribution to the business?

There's more to it than putting an ad in the window and picking the first person to turn up who can walk and smile at the same time. By structuring your recruitment process you can hire the best person to suit your needs.

Here, recruitment consultant Nigel Sapsed offers his advice to the independent publican.

Establish the image of your pub you wish to present to potential applicants​

You should present an attractive, professional image whatever your type of business. This will help you to attract better applicants. It will also help you attract people who want to work for you and who best suit your type of business.

Avoid putting an A-board outside your pub saying 'chef wanted' as this presents a poor image and does not give you the chance to describe your business properly to the potential applicant.

Write a job description for the position you want to fill​

A job description is a vital tool during and after the recruitment process. It can guide your interview questions and help ensure the person you recruit can do the job you want them to do. The job description should be written on headed paper. This will present a professional image and save you time - people who can see they are clearly unsuitable will not apply.You should have job descriptions for every role in the business.

A job description should cover:

- the job title

- who the employee reports to

- whether the employee is expected to 'live in' and whether accommodation is offered as partof the package

- a brief description of what the job entails

- a list of duties and responsibilities

- hours of work

- working conditions

- pay, benefits, bonuses, profit-related pay or incentives, perks, holidays.

A job description clearly defines what the job is about and what the potential employee can expect from it. It will benefit both you and your employee to be clear about what the job will entail.

Decide how you want to advertise the job​

The best method, usually, is word-of-mouth. If you are looking for a chef, try asking the best food pubs locally if they know anyone who is looking to move jobs. It's also worth putting a notice in the window of your local newsagent, as this spreads the word quickly.

Use the job description to shape your interview questions​

Don't simply follow the applicant's CV. Anyone can write a CV and quote it at you in an interview.

Control the interview by taking the key points from the job description and asking direct questions about the applicant's experience in relation to those points. For example, you want to test the applicant's experience of working in a pub. Ask about the best work they have done, the worst mistakes they have made and the lessons they learned from their experience.

Ask simple questions which cut through any embellishment on the CV. For example, when interviewing for a chef's position take an item from your menu and ask: "How would you cost out this meal?"

If you're worried that asking a question might land you in legal hot water - such as "are you pregnant?" - it's better if you don't go ahead and ask it.You should now have all the information you need to make your decision on whom to appoint.

Keep that job description handy​

Deliver on your promises and use it to make sure the successful applicant doesn't let you down.

Interview technique

Remember, a person's past behaviour in a role is an indication of how they are going to behave in the future.

With this in mind you need to ask questions that begin with what, how, why and when? You then have the option to further probe the answer the applicant gives. 

Let's look at an example involving someone who wants a job as a chef.

Question​

Give me an example of how you would cost a menu.

Probe​

Can you tell me specifically 'how' you would cost... (choose one menu item)?

Question​

How would you manage an under-performing member of your team?

Probe​

Can you describe step by step the process you would us to monitor this person?

Try not to ask 'closed' questions which can only be answered 'yes' or 'no' - for example, "do you think it is important to fully cost all menu items?" Such questions do not promote conversation and stifle any rapport building between the employer and candidate. 

When it comes to live interview situations, many highly trained interviewers fall into the trap of asking closed questions - if you don't believe me, just watch the news tonight!

Asking open questions is a good skill if you can remember to put it into practice. It allows candidates to use their knowledge of a subject to give the answer. 

Clearly, the more detailed the answer and the 'flow' of the information, the better the indication of the depth of knowledge the candidate has in a particular area.

"I remember using this technique to interview some trainees," says recruitment consultant Nigel Sapsed. "One person had little work experience- not even a paper round - and struggled to give any answers. The second candidate sat there sweating profusely and gave weak, but credible, answers.

"The third candidate was the head glass collector at a local pub and worked in his uncle's restaurant on Saturday nights. He had an experience for every question and was the best traineeI ever employed."