We compiled our top 8 insider tips for managing your recruitment process.
1. Map and communicate your recruitment process to ensure it works for you
Typically there are few people involved, so create a simple flowchart of the recruitment process for your business. This ensures everyone understands their role and hiring managers are contributing to the process in the appropriate timeframe. Australian HR Institute (AHRI) has a great Recruitment and Selection topic including sample flowcharts you can use (members only).
2. Look at promoting from within to re-inforce engagement and retention
For many roles you may be able to promote an existing employee, who has already expressed an interest in moving into this role. If the glove fits, go with it. This will aid in faster decisions, improved performance and a higher employee engagement and retention. From there, backfilling the previous role should be easier.
Have a recognition strategy to ensure mangers are engaged in the internal promotion strategy, and they are recognised for their efforts in staff development and promotion as much as the staff member themselves.
3. Save money – build your talent pool and more quickly fill those jobs
We know that more quickly filling positions leads to less downtime, higher productivity and reduced loss of business momentum. Creating and advertising an expression of interest on your careers page allows you to build a talent pool for higher turnover roles, and therefore pre-screen, shortlist and fill these roles quicker, all while saving money on advertising.
In this article, Kelly Services says “The three pillars of a strong Talent Pool are building candidates with the right skills and experience, the right job performance, and the right mentality.” Your recruitment software should align to your business strategies and support these pillars.
4. Be structured – ask the right questions in the application, and have an automated process to ensure this happens
Many organisations now have an application form or application process they ask candidates to complete. The goal of this process should be to provide both you and the candidate with a ‘fit’ – the best candidates that are most suited for the role (based on their responses).
Asking 7 to 10 well suited, job specific questions to automatically create a shortlist provides you an efficient system and the candidate more information on what you are looking for. Today’s recruitment solutions will show you the most suited candidates based on their responses and ratings.
5. Avoid a lengthy process by ensuring systems identify preferred and unsuitable candidates
Reducing time to fill to minimum levels ensures your business has less disruption and provides candidates with the best possible outcomes. Do you remember the last time you applied for a role only to not know where you stood for weeks? A “no straight away” is better than a “no in 3 weeks”.
6. Make the offer process quick and easy to accept – before your competition does!
A time-consuming, inefficient offer and acceptance process is now a thing of the past. Today’s systems manage candidate acceptance without a scrap of paper wasted including offer creation, acceptance, banking, tax, superannuation, policy acceptance and much much more. If you are not taking advantage of these digital systems, your competition is and may grab that candidate first.
See our article on Using Digital Onboarding Solutions to Reduce Involuntary Turnover for more tips on how to succeed.
7. Spend the time to create your key recruitment metrics
It’s difficult to improve without measurement and targets, so update your recruitment KPIs and have an easy to use report to trend and track your improvements. Business Insider says the top 5 metrics every HR professional should report are…Number of applicants, (Quality of) Applicant Source, Cost per hire, Time to hire, and Quality of hire. These are now easy to metrics to track and trend over time.
8. Understand that today’s “no” is tomorrow’s “yes!”
Stay in touch with key candidates – to nurture your talent pool and make finding the next placement much easier.