Getting the job details right - from the beginning! 

To initially attract good candidates to your job and retain them, there are certain criteria needed to make sure the vacancy being recruited for is viable.

In our experience (which goes back to 2001!), if the job isn’t viable from the beginning, this will result in:

  • Fewer good quality candidates applying for your job
  • Candidates desperate for any job applying
  • Reduced length of placement; they’ll keep an eye out for jobs better jobs and leave sooner
  • Longer to identify suitable candidates and the job becomes ‘stale’


Viable Job Checklist:
 


 
Correct Market Rate Wage: Check the hourly rate is appropriate for your location and experience and/or qualifications required. If you can't increase the hourly rate, can you compromise on the level of experience required and provide training to be able to target other candidates? Or offer further incentives/perks to make the job more attractive? See our recommended rates online
Clearly Defined Hours: In our experience, we get the best response when hours are very clearly defined. People want to know when they are expected to work.
Check shifts not too short: We recommend that the minimum period for a shift should be 2 hours (ideally 3). The best option is to increase the shift time to at least two hours with additional duties, pay for the full two hours anyway or increasing the overall hourly rate.
Check shifts are not too long: Are the hours you require reasonable? Sustainable?
Maximum 5 day week: In countries such as those in the UAE, a 6 day working week may be typical, but in the UK, a maximum working week is 5 days. If you really want 6 days a week, you will need to raise the wage considerably to attract the right candidates. In our experience, if you need 6 days cover, it is better to have 2 people job share the role.
Avoid requesting working every weekend: Candidates may in all good faith say they can work every weekend. But then they have a wedding to go to, then a family party, then their partner wants to take them away for a romantic break… It’s difficult to sustain long term. Could you also recruit a bank worker to cover some weekends, or better still, have the job as a job share between 2 people. This gives you an extra person to cover sickness and holidays too.
Have set rotas and shift patterns especially for part-time hours: Most candidates need to work full-time. If your job is part-time but the shift pattern changes, can they find another job to supplement their wage? If it's a full-time role, you can have some flexibility, but it’s under 40 hours a week, we highly recommend set working hours. 
Avoid Mixing Day and Night Shifts: Candidates want to work either days or nights, not a mix of both, just imagine how disruptive that is to someone’s sleep patterns and life! The only exception is when someone is doing a sleeping night and working the next day, for example, four days on/off shift pattern. See our definition of night roles here.
Pay travel costs/time between shifts: If someone is required to travel two additional trips between shifts, it is industry-norm to pay the candidate for their time and/or travel expenses.
Reasonable Duties: Candidates recruited through Snap will be focussed on supporting the child or adult they are working with. This can involve any duties that relate directly to the child or client including household task such as keeping areas they use clean and tidy. Unless you are employing the candidate as a housekeeper, they shouldn’t be expected to do all the household cooking and cleaning.
   

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 




 

 

 

 

 

 

 

Sometimes we are asked if we can 'see what response we get' if we promote a vacancy that doesn't meet our viability checklist - and then change if needed. We understand the logic behind this, but what happens is candidates either think they have already looked at that job (and discounted it), so don't re-read with new details, or are put off that the details have changed. 
 

Getting it right from the start will bring dividends -
and attract the right candidates to your vacancy!