The world of business is ever-changing and the recruitment process is no different. Transforming your recruitment process to make it as effective as possible is a worthwhile investment that could save your company thousands – if not hundreds of thousands – of dollars each year. Here’s how to go about it.
Use Your Team
It’s a well-known saying that “birds of a feather flock together” and this is especially true in the workplace. The best want to work with the best, so your most effective team members are a valuable tool to attract new talent. It’s simple logic: people who are good at what they do, don’t want to be part of a mediocre workforce. Make sure that your team feature heavily in your recruitment pitch and use them to help you stand out from the crowd. If you can offer an excellent candidate a company culture which will inspire them and propel them towards their goals, they’ll choose you over the competition. The heart of a business is its people, so make sure you show yours off.
Save Time on Social Media
Social media is an essential tool for ensuring that your vacancies are well-publicized, but with so many different platforms to keep track of, posting consistently can be a time-consuming task. Whilst it’s unwise to automate 100% of your social media posts, scheduling tools such as Buffer and Hootsuite can significantly reduce man-hours. These platforms allow you to write your posts in batches and schedule them accordingly, saving a huge amount of time. However, it is still a good idea to log on and do some live engagement for a few minutes each day.
Quality Over Quantity
Successful hiring has traditionally been measured by the number of hires by headcount. However, a bad hire is estimated to cost between $7000-$10,000 for an entry or mid-level position, and the figure is quadruple that for a manager. Focusing on the quantity rather than the quality of mistakes of new hires could prove a costly mistake for your business. Over-hiring can also lead new employees to feel directionless, which hinders morale. Hire with business goals, rather than numbers, in mind and go the extra mile to find high-performing candidates. It will be worth it in the long run.
Automate Your Onboarding Process
The onboarding process is a crucial part of recruitment. First impressions count and starting new candidates off on the right foot sets them up well for future success in the company. Avoid errors and save man hours with a slick, automated onboarding process, such as the one offered by Core HR.
Focus On Potential
Employers usually focus heavily on a candidate’s experience during the hiring process. It makes sense: past success bodes well. However, you should never be guided entirely by a candidate’s track record since it’s difficult to ensure that they are being 100% truthful. Also, the working environment may have been completely different to the one they were in before entering your company.
Many companies, such as the famously progressive tech giant Google, have changed their approach and now hire people based on their potential. They focus more on fundamental skills and talents, rather than their past accomplishments. Interview questions focus more on how the candidate would handle situations specific to the company in question, rather than using examples from their past. A wealth of experience is still, of course, a good indicator of a candidate’s ability, but it’s important to bear in mind that a lack of experience does not equal a lack of talent.
