5 TOY RECRUITMENT TIPS

The video at the bottom of this post was recorded recently by our Managing Director Steve Reece at New York Toy Fair runs through 5 tips for Toy recruitment to help you get the best candidates for your team.

One major mistake many companies make is to decide they need to fill an existing vacant role, or that they need to create a new role, and they go hung ho into recruitment without thinking about the implications of heading straight into recruitment. Sometimes they don't give enough time and energy to the Job Spec, sometimes they fail to understand how time involving managing a full recruitment process can be and often times they fail to prepare properly to effectively screen out unsuitable candidates.

The challenge for busy Toy execs is that they often have so many other things they need to get done. Bigger companies have extensive HR departments who understandably cross all the T's and dot all the I's in the recruitment process. But so many small and medium sized Toy companies take on the full recruitment process to reduce the costs of hiring new staff, but then end up recruiting lower performance people because they get drawn away to other business critical issues.

All Toy recruiters will help to reduce the workload and lost focus of the Toy recruitment process, but in our case, we go a step further by truly challenging the experience and capabilities of candidates due to our hands on experience of working across functions in the Toy business.

Please enjoy the video below offering 5 Toy Recruitment tips, and if you want our help to find your next hires, just get in touch via the 'Contact' page.