Robust and thorough recruitment processes are a must


By Kevin Everett, Building Recruitment


2019 is shaping up to be a very busy year for the industry, with a recent survey showing that more than 80% of the industry is expecting growth in the next 12 to 24 months, which is an incredible statistic.

However, our unemployment rate shows we are struggling to find the skills and the people to train long term.

So, what are your company’s plans when it comes to ensuring you are securing the right people?

Due to poor hiring processes, the amount of personal grievances and companies trying to remove people for non-performance is increasing month on month.

The costs and risks during these processes are massive, and can place great financial strain on a business, not to mention the stress on staff and business owners during this period.

What’s worse is the reason for this happening in the first place.

The survey’s initial questioning of employers found that the greatest worry was due to poor processes, including:

Did the company carry out an in-depth interview process?

Did the company carry out reference checks and pre-employment checks?

Did the company set clear expectations on performance?

Did the company induct the person into the business?

Did the company supply the candidate with a detailed job description?

The answers to these questions were mostly no — and then companies question why they have employment issues?

You are under pressure to get people in and you make a judgement call, we get that. But at what risk?

In the new year, people move jobs more than at any other time, and companies run the risk of staff being poached.

It could also mean that if companies are not doing due diligence, they could be employing those who have not performed elsewhere. Think about that for a moment.

If you are looking to add to the team, you need to consider:

Culture matching to your already strong team.

The skills required moving forward.

What can you ask to ensure they have these skills?

Allow yourself enough time, as finding the right people will take time.

Identify the right place to advertise.

Ensure your advert is written well, and highlights exactly what you are looking for.

How do you attract someone to your business?

Can you do this on your own, or do you need help?

Do you have the resources and time to do this and do it well?

Nothing is guaranteed in recruiting new staff. However, by having good systems and processes it certainly helps reduce the risk of a poor hire.

Some helpful tips:


When interviewing:

Focus on candidate skills, and ask questions to identify if they truly know what they are saying.

Set a difficult scenario and ask how they would deal with this?

What project types do they enjoy most/least and why?

What was the candidate’s most difficult project and why?

Their biggest achievement?

Their biggest mistake?

What are their strengths and weaknesses?

Why are they looking to move?

If candidates have moved a few times you must ask why.

Ask them if you called their last employer what would they say about them?

How does the candidate like to be managed?

What motivates the candidate to get out of bed in the morning?

Explain your plans for the business and expectations on the job. For example, does the company enter awards, and is it looking to expand and move into larger projects?

Get the candidate involved and excited. This increases your chances of securing the best candidate, improving your employer brand, and gaining buy-in from the start.


Before bringing candidates on board:

Make sure you obtain a minimum of two detailed verbal references from previous managers.

Carry out pre-employment tests — drug and alcohol, driver’s licence, and a Ministry of Justice check.

Ensure employment contracts are up to date and signed before they start.

Have detailed job descriptions, company policies and a robust induction plan.

• If you need advice, call Building Recruitment  on 09 215 2815 or 027 528 4532, or email:

We focus on partnerships, and can often offer free advice.

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