What do you do when a top performer from the team resigns?
You will obviously start to frantically look for a replacement close enough to suit the same skill sets and experience within the notice period. But we all know how difficult that can get. Also, does that work every time? To pose another question, is that even the right way to deal with this problem? Mounting the problem up – this is a single employee situation. What should be done when you have a huge employee base and the number of important people leaving cannot be counted on your fingertips?
The answer to this would be to follow the most effective recruiting strategy. A strategy that helps you tackle the high churn rate in your industry, that helps you face challenges when the need to hire talent pops up every now and then. But how do you come down to creating a good recruiting strategy that works for your organization? Is there a set of simple tricks you can blindly follow?
The bad news is – there is no bible that recruiters can follow. The job market constantly keeps changing, and so do the needs of employees looking for a change. Hence the recruiting process depends on a variety of factors, each of which affects your practices to a great extent! So even if the job market might seem like facing a crunch at the moment, it would not mean that you can easily find the right talent fit for various openings. A lot of factors would need to be considered by you before you make your move.
Let us look at some of the most effective and successful recruiting tips that have been helpful to HR managers worldwide.
1. A well-thought out strategy
“51% of employees are either actively seeking or are open to a new job offer” – Jobvite
As already put out in the introduction, a company should always have a well laid out and thought through strategy which is aligned to the goals of the organization. Your strategy should be well communicated to your staff, which clearly defines your brand message and sets a list of priorities that will help you scoop out just the right candidates.
2. Work culture
“73% of recruiters said to compete against other employers, they highlight company culture” – Jobvite
You constantly need to tell prospective candidates about how great your work culture is and what sets you apart in terms of takeaways and culture. You need to excite candidates with a number of benefits. Talk about your culture and highlight the happiness quotient of your employees as much as you can. Best employees look for a conducive and comfortable work environment, and you need to ensure that you provide exactly that.
Having a good culture and successfully communicating this will definitely get you more employees through referrals as well. Do stories around your employees and sessions, and get it out on social media through blogs, videos and other exciting formats.
3. Competitor alert
There is obviously a lot of competition for being the best in terms of employer branding and recruiting, and whenever a company does manage to follow a successful strategy, their competitors are likely to quickly imitate that. Ensure that you keep yourself updated with what is happening around you and what is changing as the market keeps evolving. This also applies to potential candidates as they are constantly on high demand, and the best employees always need to be fought for.
4. Candidate targeting
In times of a need for mass recruitment, it is important to prioritize the top position up for grabs and target candidates who are currently working top performers and not looking for a change. Such employees bring out the best and you need to find ways that can help you convince them that the opportunities they can get at your company could meet a lot of their professional and personal interests. Such candidates contribute to business in a bigger way than candidates who are currently looking for a change.
5. Sourcing candidates
This is one of the most effective ways of indirect recruiting. Employee referral programs have time and again proved to be the most effective source for attracting high performers.
According to Dr. John Sullivan, other effective but under used sources could be recruiting at promotional events and contests.
Also, the source method should be flexible enough to shift, depending on the type of candidate required for the position. Most recruiters make the mistake of using the exact same scoring scheme for every job.
6. Objective data
Recruiting should happen on the basis of objective data, rather than being driven by common practices or emotions. This will help you get more reliable and qualitative results which are not bound by any kind of biases. When you are recruiting on a large scale, it might be a good idea to rely on objective data that yields the most effective results, as opposed to emotion driven decisions.
7. Power to everyone
A company needs to give scope to each and every one in the company to become a recruiter. Your managers and employees are constantly in touch with outside talent and that is why you need to build a culture of recruiting by one and all.
Your employees are the biggest agents of your employer branding through their own social and personal contacts. And they would mostly refer people who they think are eligible for the positions available. For top employees who have helped you recruit your best talent within the organization, make sure you reward them and let everyone know of their efforts. This could act as a great motivation for the rest of the employees.
Interviews are one of the most important processes which define if candidates want to join you or not. So once you select candidates for interviews, your hiring focus should shift to the interview process. In order to maximize the success in interviewing, employers must consider aspects like the setting of the interview, the kind of questions they ask and how the candidate is treated overall.
It is critical to take a moment and put yourself in the candidate’s shoes before you start firing questions at them. If the interview happens at the workplace, you need to check if the area is comfortable, private and free from distractions. Remember, you alone are not the only ones judging during the hiring process. You need to be able to build a relationship and trust with the candidates.
9. Prioritize job positions
An effective recruiting process always maximizes resource utilization by identifying and prioritizing on the positions which have the highest business impact. This generally consists of jobs which yield the maximum revenues, as well as the jobs in high margin and rapid growth business units. The recruiting process should also target top performers who are proud and passionate of what they do.
10. Remote workers
The global workforce is going mobile and prefers to work on the move. You cannot ignore the growing demands of a distributed workforce. They would want to work remotely and want to get certain benefits for that. The recruiting process for such candidates also needs to be well defined and set in a way that holds satisfactory for both parties. It is important that you come into a mutual consensus with these employees and convince them that their needs and grievances will always be catered to.
Needless to say, these tips are not universal and would vary with respect to your company, culture and the population you are targeting. Hence, you would need to keep re-evaluating and re-assessing the validity of these tips as the market keeps evolving.
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