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Recruiting for Sensitive Vacancies

On07/ 04 /17
Many hiring managers will have to recruit for a sensitive vacancy at some stage in their careers.

There are varying scenarios that call for sensitive hiring.

Company restructures often involve major staffing changes. External candidates are often required but management may not want to announce the decision to existing staff. 


 

Or perhaps a current employee needs to stay in their role until a suitable replacement can be found?

Recruiting the right staff can be difficult enough. When it’s a sensitive vacancy, it adds another level of complexity.

How to do it well

When you need to hire “under the radar”, it helps to plan out your hiring process in advance. Decide what channels you will use to broadcast the position, how you will manage the process discreetly and even where you intend to carry out your interviews.

1. Use a professional consultant

Using an established recruitment agency allows you to leave your name out of the equation. Secondly, it gives you access to their resources and experience. 

One of the best ways to hire discreetly is by using an established database of qualified candidates in the sector. Good recruitment agencies will have spent many years building up their talent pool.

It’s worth bearing in mind that even when company names are excluded, advertising sensitive positions can create issues; so using a database has many advantages.

Agencies will also be able to take care of the hiring process from start to finish, leaving you to decide when to make the news public.

2. Select an off-site interview location

When interviewing for sensitive vacancies, always conduct the interviews off-site. It is extremely hard to conduct interviews discreetly in your own offices. Your recruiter may even be able to help by sourcing an alterative interview venue.

If practical you could also conduct your interviews outside normal office hours, as unexplained absence can sometimes raise red flags for employees.

3. Don’t broadcast the role

This may sound obvious; however only discuss the vacancy with essential parties. News travels fast in most organisations, so keep it confidential and only discuss the role with senior management and those directly involved in the process. 

Once a decision has been reached, it should always be communicated internally before any public announcements are made.

The benefits

Hiring discreetly can help you to maintain business as usual. It can avoid speculation and an unsettled workforce, which can lead to a fall in productivity. It also helps to maintain a positive working environment. 

Although challenging, careful planning can help to reduce disruption and issues associated with hiring discreetly. This will enable you to continue serving your customers or clients, and maintain normal business processes.

If you are need to recruit staff for a sensitive vacancy, Bucks and Berks can help. We have years of experience in recruiting discreetly and effectively.

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