Employee turnover is a normal part of any business cycle, however if you’re currently struggling to replace your employees or increase your talent pool, maybe it’s time to reassess your recruitment process. By developing a well-planned recruitment process, not only will you be successful in finding the right candidates for your positions, you will also avoid making costly hiring mistakes and save huge amounts of time having to start again. However, you won’t achieve a successful recruitment process overnight, before you can improve your strategy you must first identify where you are going wrong. You must distinguish what it is exactly that you need in a new employee and learn from successful hires that have worked in the past.
Review your interview process
The interview is the most important part of the recruitment process for employers. Due to the increased availability of pre-hire assessment tools such as IQ and personality tests, this process is becoming much longer. It is important to take in to account that your candidates have their own personal and work commitments. It may not always be possible for every candidate to be able to put aside half a day in order to attend a series of interviews – be prepared to be flexible. Maybe this means you start hosting phone or video interviews for candidates who can’t attend a face-to-face interview and may need to make yourself available for interviews outside of regular business hours. It is important that the candidate feels that you are invested time in getting to know them, and this is one way of demonstrating it.
Create a clear job description
A clear and concise job description is of paramount importance when you are trying to attract the right candidates. All to often job descriptions are vague. A well-written job description will provide the candidate with the information they need to be able to effectively prepare for an interview. It must be long enough to accurately portray the job role and it’s requirements, as well as providing an explanation as to how performance will be measured. By including details about the work environment and company values you can connect with potential employees on an emotional level.
Define your company culture
If you’re currently failing to define your company culture this could be a major factor as to why your recruitment process is unsuccessful. Today’s job seekers want to know what you stand for as a business, hiring for culture is no longer elective. You must be proactive in incorporating culture fit into both the interview process and employees on boarding sessions. Having a well-defined company culture will enable you to tell if a candidate’s attitudes and work ethic is align with your own.
Invest in employee’s development
The days when employees would hold on to their jobs for the rest of their working lives are over. Nowadays progression is key in attracting hard working candidates. The best candidates are not be interested in a position unless it has the potential to upgrade from their previous role and the opportunity to learn new skills. Assess your available positions, if the positions you offer are full of tedious tasks that will not challenge your candidates in the long run, you need to re-evaluate your employee development plans. You must prove to the candidate that you offer a clear career path in your recruitment process and illustrate how the job could be expanded over time.
Make your recruitment process work for you.
By Roger Mills, Co-founder of Think IT Recruitment.
As always, if there’s anything in this article you would like to discuss, please start a conversation or get in touch with me.