A stagnant recruitment and selection process can stall your company’s progress. Regardless of the position you intend to fill within your organization, your focus on optimizing the recruitment and candidate selection process is critical. Each employee that you bring aboard who does not work out becomes a bigger liability than you may realize.
Many companies lose up to 41 percent of their productivity, and the process becomes a drain in terms of additional training costs and overall employee morale. Additionally, clients often take notice of key staffing changes or regular employee turnover.
Focus on Tightening Your Recruitment and Selection Process
Now that you know the stats about hiring misfires, you can take heart in knowing there is a healthy hiring tool chest at your disposal to help avoid those pitfalls. Your focus on optimizing your recruitment and selection process, from start to finish, benefits your entire organization. Approach your own hiring process as HR managers do at some of the best companies, according to Forbes, and make it the heart of your HR department’s focus.
Finding, hiring, and retaining the right candidates for all positions is essential to your ability to build a workplace culture that attracts full-time and contingent workers. As you refine your hiring process to bring on the best candidates, it becomes increasingly self-sustaining. Add in your team’s commitment and an increased focus on engaging staff throughout the employee lifecycle and you will have built a strong workforce for years to come.
Explore All the Recruiting Resources Available
A sea of electronic resources, such as HR recruitment software and performance tracking, help you launch a smart, optimized and streamlined candidate search to help you save time and money while finding someone who is the right cultural fit for your organization.
How to Optimise Your Recruitment and Hiring Process
If you have recently decided that your recruitment and hiring process needs some fine-tuning, explore some of the following ideas to see how they might fit for your company.
1. Define the Position and Who You Need to Fill it
Review the needs of the position before reaching out to candidates. Check performance tracking metrics of former employees who held the position to gauge the previous approach to it, as well as the results other employees delivered. Define the previous parameters laid out for employees, and determine if you might find a better way to present your expectations to prospective candidates. With greater preparation, you can avoid misunderstandings from the outset. Perhaps you or the candidate can quickly see an improper fit and halt the process in its tracks. Conversely, this step may help you know whether this candidate is someone who can help continue to build a workplace culture that attracts full-time and contingent workers.
2. Ask Straightforward and Relevant Questions
Hiring managers sometimes ask hypothetical or otherwise off-the-wall questions that only serve to distract and disorient candidates. Further, these questions do nothing to enhance your knowledge of the person, no matter how earnestly they try to answer the question. Instead, focus on getting to know the candidate’s experience, knowledge, work ethic, and behaviors through realistic and fact-eliciting questions.
3. Test Your Candidates
Job candidates sometimes feel confident about certain required skills, but they do not have the necessary proficiency. Employees also sometimes embellish to get their foot in the door, hoping to learn the skill or information before they start the job. Whether it is an honest overestimation or an outright untruth, inadequate key skills and knowledge can be problematic for the team for whom you are hiring the new candidate. Design a basic test to make sure the candidate has the rudimentary skills to allow them to jump right in and do their work without the need for specialized classes or training.
4. Develop a Selection Committee
As you proceed through the hiring process, it becomes increasingly helpful to invite multiple perspectives on candidates from your trusted colleagues. Choose two or more people, including the department manager and other knowledgeable staff with whom your candidate will interact, to sit in on an advanced interview. Since your candidate will need to engage staff throughout the employee lifecycle, it is important to see how they manage, as well as how your own team responds to each candidate.
5. Build a Workplace Culture That Attracts Full-time and Contingent Workers
Features such as competitive market salaries for each available position, remarkable benefits packages, and healthy working environments are just a few ways to build an inviting work culture. When you accurately present your work existing culture to your prospective candidates, it makes it easier for both of you to determine whether there is promise for a lasting career within your organization.
Continually Search for Innovative Ways to Optimise Your Hiring Process
It is always a worthwhile effort to continue searching for new ways to improve your hiring process. Each candidate provides new information which you and your HR team can use for future reference. Modern HR managers are increasingly relying on the benefits of HR recruitment software. A high-quality HR recruitment software platform offers you benefits that may include an applicant tracking system, a performance tracking system, integration with social networks, analytics capabilities, and a wider reach.
A Strong and Streamlined Recruitment Process Means Better Engagement
While you are not a fortune teller, much of your job relies on the hope on hiring someone who you can see working with your company for several years into the future. Your HR team’s ability to engage staff throughout the employee lifecycle is critical and this can help you hire the right candidates.