Within every company, personnel selection plays a central role in creating an effective team for success. In this article, we will explore the personnel recruitment process and consider whether it is better to have an in-house department or to outsource recruitment.

We will also analyse the different types of employment contracts and their benefits, and provide valuable advice on how to select ideal candidates from a pool of entry-level talent and specialized senior profiles. We will also examine the importance of onboarding when integrating new team members and Retention strategies. These are two key aspects of building and maintaining a positive and successful working environment.

The intent of this article is to be a comprehensive guide to recruiting staff to ensure that your business achieves its goals with a motivated workforce.

Personnel selection process

The personnel selection process takes time and effort. Let us briefly look at the various standard steps, which of course can change depending on the company carrying out the search. The main steps are:

Role planning and analysis

The first stage is to plan the selection process. Your company must clearly define the role to be filled and the skills needed. The requirements, responsibilities, and success criteria for the candidate are established.

Creating and publishing the job advertisement

The company creates a detailed job advertisement that includes information about the role, the qualifications required, the position, and the benefits offered. This advertisement is published on the company’s website or through other recruitment channels.

Collecting and screening applications

Collect applications from potential candidates and conduct an initial screening to assess their minimum requirements, basic skills, and motivation.

Conducting interviews

Shortlisted candidates receive invitations for individual or group interviews. If you notice multiple job changes on their resumes, you can delve deeper by asking targeted questions to understand their job-hopping history.

Assessing skills

In some instances, you may utilize specific tests or exercises to measure technical competencies. These evaluations can include knowledge tests, personality assessments, or simulations of work circumstances.

Verification of qualifications and references

Before making a final decision, your company can conduct a verification of references and qualifications to confirm the experiences and skills declared by the candidates.

Job offer

After identifying the ideal candidate, make a formal job offer that includes details such as salary and contractual conditions.


Once the offer is accepted, the new employee begins the onboarding process, which includes an introduction to the team, company orientation, and training.

Performance monitoring

After hiring, you must monitor the new employee’s performance and assess whether to provide opportunities for professional development. There are many software tools available for measuring employee performance, for example, a cloud-based system monitors the results.

personnel recrutiment to find new talent for your organisation

Recruitment: in-house or outsourced

As you can see, there are many steps in the recruitment process. Each recruitment requires an investment of time, money, and energy. Depending on the size of the company, there may be an internal HR department or an external recruitment company. The decision to outsource HR services has many advantages:

  • Streamlining the recruitment process,
  • Optimizing the cost and time of the personnel selection process,
  • Access to a greater number of applications,
  • The possibility of viewing the best profiles after a preliminary assessment,
  • Support in managing employee attendance.

In many sectors, it is physiological for employees to join and leave the company. This phenomenon is known as staff turnover. This occurs when there are new hires, retirements, dismissals, and resignations. To facilitate the process of hiring new staff, especially when it comes to flexible working, it pays to work with those who are experts in the field and can guarantee you a continuous flow of applications in line with your needs.

Jobby is the best platform to help companies find flexible workers. Thanks to a simple and intuitive interface, you can quickly create an advertisement. Inside, you can view applications with relevant skills and certificates. The digital platform also allows you to view current and working hours. And, if you like a worker, you can call him or her back to work.

Reasons for recruitment

There are various reasons why a company may undertake the recruitment process. Let’s look at some of the most common reasons.

Increased productivity

One of the main reasons why a company may want to hire new staff is to increase productivity. This may be due to the need to meet tighter deadlines or to take on more clients.

Managing peak workloads

Companies frequently have to cope with seasonal or event-related peaks in workload. For example, the period around Black Friday or Cyber Monday can see a significant increase in demand for products or services. Hiring temporary or seasonal staff can help manage these peaks without increasing headcount permanently. This applies to both physical stores and e-commerce.

Customer satisfaction

Customer satisfaction is critical to the success of any business. To avoid potential complaints or dissatisfaction, it makes sense to increase the size of your team. This will greatly improve the customer experience.

Innovation and growth

Companies looking to innovate and grow often look to expand their team with young, emerging talent from Generation Z and Millennials. The aim is to bring new skills and perspectives to meet new challenges and opportunities in the market.

Finding the right people

In some cases, the recruitment of new staff is linked to the search for new professionals with technical and specialized skills. The aim is to ensure that the company is adequately equipped to meet complex challenges or market opportunities that require specific expertise.

Team wellbeing

In order to avoid stress or dissatisfaction within the team, it is a good idea to recruit flexible staff and to guarantee holidays for the entire staff. Overtime or sick leave can also affect staff morale. Ensure a peaceful working environment by taking care of staff needs.

Types of contracts and their benefits

In the United Kingdom, companies have a variety of contract options when it comes to hiring employees, each with its own set of advantages and considerations. Understanding these contract types can help businesses make informed decisions about their workforce. Here, we’ll explore the most common contract types and their associated benefits.

Temporary contract

Companies often use temporary contracts for seasonal roles, or to fill in for employee absences. These contracts provide flexibility and allow termination at any time. Moreover, they can also transition into permanent positions if the need arises. This contract type proves especially advantageous for businesses in need of additional staff during peak seasons, such as the holiday rush.

Fixed term contract

Similar to temporary contracts, fixed-term contracts have specified start and end dates. Companies commonly employ them for project-based work. Businesses benefit from the clarity of duration, making it an excellent choice for specific, time-bound assignments.

Permanent contract

Permanent contracts provide job security and stability for employees. Typically, they come with a three-month probation period during which either the employer or employee can terminate the contract without notice. This contract type is advantageous for retaining long-term talent and fostering employee loyalty.

Zero hour contract

Zero hour contracts offer employers flexibility by not specifying a minimum weekly working hours commitment. Employers request shifts based on their needs and workers can accept or decline as per their availability. While this provides adaptability, it also presents uncertainty and limited employment protection.


Choosing self-employment offers significant benefits for both businesses and workers. For businesses, hiring self-employed individuals can reduce overhead costs such as benefits and taxes. This flexibility allows companies to bring in expertise on a project-by-project basis, reducing long-term commitments. For workers, self-employment provides independence and flexibility. Self-employed individuals have control over their schedules and work environments, promoting a healthy work-life balance.

The benefits of flexibility

In conclusion, understanding these contract types and the advantages of self-employment in the UK job market is crucial for businesses looking to make informed decisions about their staffing needs. Each contract type offers unique benefits, and the choice should align with the specific requirements and long-term goals of both the company and its employees.

As seen, numerous flexible contract types grant more freedom not only to the company but also to employees. More and more individuals, especially the younger generations such as Millennials and Gen Zed, are opting for flexible work arrangements to strike a balance between their personal and professional lives. We can assist you in swiftly recruiting new talent in a flexible manner. It takes just a few minutes to create a job listing and receive applications that match your needs.

Having a flexible workforce provides a significant competitive advantage because it allows you to optimize your workforce for maximum efficiency and productivity. Among these options, self-employment stands out as the most flexible and empowering choice for both businesses and workers. Self-employed individuals enjoy the autonomy to choose their projects, and maintain control over their schedules, ultimately promoting a healthier work-life balance. This adaptability makes self-employment the ideal solution for those seeking a truly flexible working arrangement.

how to find qualified personnel by selection

Personnel selection: how to choose the best candidates

Once you have received applications, you need to identify the profile that best matches your company’s specific needs for the role in question. If you are looking for junior profiles with initial experience, it is important to assess potential, enthusiasm, and speed of learning. Up-and-coming Generation Z talent is comfortable with technology and innovation, which is a plus when it comes to training, as it will take them less time to learn how to use company software or machinery. On the other hand, if you are recruiting experienced candidates, you will need to assess their industry knowledge and technical skills. Hiring qualified staff will give your business a boost.

Self-employed contracts are excellent for many reasons: you can get to know the new staff and be sure to get the best candidates, you can hire qualified staff for a short period, and you can optimize costs and at the same time achieve your goals.

Onboarding new employees

A crucial aspect of hiring flexible staff, especially when it comes to Generation Z, is onboarding. Naturally comfortable with technology, these young talents have grown up with digitalization. This can be a significant advantage, reducing the time needed to train and adapt to company systems. Generation Z can quickly immerse themselves in business platforms and processes, contributing to a faster start-up.

In addition, flexible hiring offers the opportunity to stagger training phases as needed. This approach allows you to focus on specific objectives or tasks. In addition to the onboarding process, creating and maintaining a smooth working environment requires the ability to manage a team of flexible workers.

Retention and Employer Branding

The world of work is changing rapidly, and young talent are receiving many offers from companies. Once you have identified and recruited the best candidates, how do you keep them in your organisation? Employee Retention is a set of business strategies designed to keep employees in your society.

Employee Retention is a key element in ensuring the long-term success of an organisation. It is not only important to attract talent, but also to keep them satisfied and motivated in the long term. In this context, Employer Branding plays a crucial role. Creating a strong corporate brand that reflects the company’s values, culture and opportunities can be a powerful tool for attracting and retaining the most attractive profiles.

Employer Branding involves promoting a positive and stimulating work environment where employees feel valued and motivated. Not only does this influence Retention, but it can also attract new professionals who are interested in joining a company that is committed to the well-being of its employees.

Managing a team of flexible workers can be particularly effective when Employer Branding is strong. The ability to offer flexible working can be an attractive element for talent seeking to balance work and personal life. In addition, good Employer Branding helps to create a sense of community between flexible and full-time workers, encouraging collaboration and team cohesion.

We can say that staff Retention and Employer Branding are two complementary elements in ensuring a successful working environment and a highly motivated and cohesive team.

The right platform for recruitment

In summary, the recruitment process is a key element of business success. From selecting the ideal candidate to Retention strategies, every step is critical. To remain competitive in a rapidly changing marketplace, you need to take a strategic approach to recruiting for your business. If you want to hire skilled staff or young talent in a flexible way, simplify the personnel selection process and access our extensive database of candidates. Optimise costs and save time by using the Jobby platform. From a single dashboard, you can search, recruit, manage attendance and make payments. All steps are easy, fast and intuitive. Create the perfect team for business success. Start your 7-day free trial now and hire flexible staff in minutes.