Punching above your weight in jobs ring

The recruitment market for technical staff in the fire & security sector is becoming increasingly competitive, says Douglas Catt, of c2c Recruitment. The challenge facing small and medium-size companies is to compete for staff on equal terms with the big employers.

"If you do not have a full-service HR department in-house it is still possible to project a first-rate image to potential employees. To use a boxing analogy, the small employer needs to punch above his weight to match the efforts of heavyweight competitors", he says.

First base is to attract the best candidates, which requires careful planning as well as imaginative advertising. Use a consultant who can assist with writing job and personnel specifications, which should be in place before the recruitment process gets underway. Before committing to the advert decide what you want to say about both your company and the job. Get your consultant to identify the correct media for your requirements, whether Internet or paper-based, and the most relevant publication. You should be seen as a professional employer offering attractive and interesting work, good terms & conditions, a competitive salary and, if possible, career opportunity. Decide which candidate attributes are essential and which are merely desirable, and don't put off good potential people by insisting that they have non-essential skills or experience. "This is particularly important when recruiting technical staff", says Catt, who encourages his clients to cast their net as widely as possible to capture good candidates who may, for instance, have the right skills but need industry training. "We have to attract more people to this industry if we are to progress beyond all fighting for the same limited number of qualified people already in it."

Create a positive impression of your company Once the job applications are received the key objectives are to identify the best candidate(s) and create a positive impression of your company. For the smaller employer the choice of interview location is very important, as it makes a statement about your quality standards.

Ensure your interview room is quiet and comfortable and that the interviewee will not be distracted. Should you not have the facilities, it is always worthwhile considering interviewing in a hotel room or outsourced office. Some recruiters will allow the use of their interview rooms to ensure that this professional approach is achieved. Plan the interview to achieve the right balance between receiving and giving information, and make sure that all interviews are structured in the same way so that you can assess candidates objectively and in comparison.

Make sure the interviewer knows the importance of 'selling' the company to the applicants. This involves making available as much information as possible about the company and the job, and communicating it with enthusiasm. "This is where many good candidates are lost. Too many employers believe that they hold all the aces, and forget that the best candidates will likely have other offers."

Finally, agree a realistic recruitment timetable with your consultant and make sure that you stick to it. Any unnecessary delays in processing applications, arranging interviews and communicating with candidates, either direct or via your consultant, creates an impression of lack of interest, and will frustrate all but the weakest candidate.