Making these minor changes to your recruiting process can save your company money and ultimately increase employee engagement and retention.
Here's what you need to know:
- Hiring employees isn’t just a lengthy process — it’s also costly — so it’s helpful to fine-tune the recruiting process when possible
- To improve the recruiting process, create the most detailed job listing possible, including information about salary, perks, and benefits
- Recruit from within your organization when possible
- Develop insightful, unambiguous interview questions
- Instead of seeking the perfect candidate, seek the candidate that meshes best with company culture and has fundamental skills that are moldable
When recruiting the most elite job candidates, some considerable hiring headaches can occur. For 1 thing, hiring employees isn’t just a lengthy process — it’s also costly. Replacing a single worker can cost 1 to 2 times their annual income. Repetitive steps to hiring someone can cost a company hundreds of thousands of dollars a year if the turnover rate is high.
Luckily, the hiring ability and turnover rate of a business can benefit from revamping once they realize the downfalls they succumb to during the process. A business simply must know the applicable techniques that will optimize its search and retention of like-minded, loyal employees.
Essentially, it’s important to turn away from recruiting techniques that waste time and prevent profitable decisions. This is the key to success for both the employer and the employee.
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What is the importance of an attractive job posting?
The 1st big step of the recruiting process is advertising a position. Navigating through the countless list of job boards as an employer can be meticulous.
The best employee is also sifting through these sites in search of their ideal position. The best way to meet them in the middle is to perfect the job listing and push it out through any relevant source possible.
Having a job listing doesn’t mean much without making it attractive to the audience needed to fill the position. This only causes a larger list of candidates to dig through without much of a possibility of finding 1 with the right qualifications.
The best way to ensure the right candidate sees an advertisement is to create the most pertinent job posting possible. Social media is a powerful accessory to recruitment. Job seekers tend to rely on their network of professional peers to help land the right job. After all, “it’s not what you know, it’s who you know.”
Including specifics about qualifications, roles, and responsibilities is a perfect place to boost adequate applicants. It also helps to add perks that show what’s in it for them. At the end of the day, this veers away from wasted time and money.
Only 12.6% of companies worldwide advertise the salary in a job posting. Doing so sets a company apart from the competition and gives a potential employee more of a reason to click “Apply.” Listing benefits works in this way as well, as a single company may have more incentives than its competitor.
An eligible candidate will see an attractive advertisement, notice the key differences, and decipher quickly whether they should go ahead with the application or not.
What are the benefits of recruiting from within?
Sometimes the easiest way to recruit employees is to direct attention to current employees. This technique has the potential to slow the need for outsourcing talent. The prevention of recruiting can significantly change the finances and retention of a company.
A company with eager and loyal employees is a great place to begin looking for talent. In fact, 92% of employees in a study considered professional development to be important to them. In this case, providing employee training and fair promotions for qualifying team members has the potential to increase employee engagement and increase retention.
Internal job postings can cut down on the time it takes to hire an employee. Current workers know the mission of their company and are aware of the policies and procedures within it. Finding a work area and parking pass or creating a fob and badge will take minimal effort if any at all.
A company with eager and loyal employees is a great place to begin looking for talent.
HR should already have the personnel files and performance evaluations needed to kick-start the hiring process. In many cases, hiring officials can use previous resumes from their employees and apply them to their new position.
Furthermore, embellishing skills or current functions becomes difficult when the employer already knows what they’re capable of.
Considering an internal recruiting process is engaging a competitive and productive workplace from the inside out. Word of mouth about these professional incentives is the key to re-centering the focus of sincerely qualified individuals outside of the network.
Patience is everything when it comes to recruiting
Whether it takes a couple of days or several months, the recruiting process takes time. The pressure to speed up the hiring of an employee can be stressful on an HR team.
The all-around perfect employee might not exist during the needed time frame. They’re either already spoken for and not seeking further job opportunities, or they’re miles away and unwilling to relocate. Moreover, nobody is perfect.
Human error is prevalent in every career, and what matters most is accountability and the willingness to get better. In every situation, it is more feasible to take time to hire a candidate as close to perfect as possible than to hastily hire the first person who says they have all the qualifications.
Instead of seeking the perfect candidate, seek the candidate that meshes best with company culture and possesses fundamental skills that are moldable. A candidate who is trainable based on their technical knowledge and general work experience is easily schooled in the “perfect” direction.
Not every person will get the job and come into being an employee of the month immediately. As long as the potential employee has proven themselves as eager and educated, they are usually trainable in a short amount of time.
If filling a position as quickly as possible is necessary, consider looking for a contractor or freelancer to fill the void in the meantime. This will keep the work done and give a recruiter more time and breathing room to hire the best match.
Develop insightful, unambiguous interview questions
The interview process is a very pivotal moment in recruiting. Being prepared is sure to alleviate the pressures from both the recruiter and the potential employee. Come up with unambiguous questions to ask during the interview.
Certain prompts are difficult for anyone to answer and truly don’t matter. Avoid questions like “where do you see yourself in 5 years?” Instead, ask “what skills can you bring to the company?” This is a question that will give you more valuable information about a candidate’s abilities that are applicable to the job.
A pleasant personality can be a big deal, but not everyone is personable, and not every position requires client interaction. That said, it can be inaccurate to judge a person’s work ethic based solely on the 1st encounter.
Most Americans — 93%, to be exact — have experienced anxiety when it comes to their interview. It’s not too much to assume that anxiety will affect an individual’s ability to think clearly and express themselves thoroughly enough in 30 minutes or less.
Consider finding various avenues for the interview process. Online testing or skills assessments are a great way to see past a person’s appearance or social hindrances. This technique will prevent biases that keep great talent at bay.
Minor changes in the recruiting process can create major advantages
Small businesses and HR departments may not see any faults in their recruitment process. With changing times come changing techniques and styles of hiring, and it helps to take a step back and reevaluate these processes sometimes.
A company will find that minor changes to its recruiting process can create major improvements in many aspects of the business. With better employee engagement comes increased retention and productivity.
Employee satisfaction provides better reviews on job boards, and better reviews lead to more competent applicants. Overall, each enhancement discovered through the hiring process produces profitable outcomes for everyone involved.