Hiring top talent requires more than just a company or brand with a reputation. That, of course, is a big part of it, but in all reality, the process starts with the recruiters. If your recruiting leaders aren’t doing their jobs and don’t have a streamlined system in place, then there is a little hope for your company to build the culture and thriving economy that your dream of. There is currently a bigger push than ever to be proactive in recruiting – whether you recruit in house or otherwise. So, if you want to jump on the bandwagon and position your company amongst the frontrunners in your industry, here are 5 tips recruiting leaders should know.
- Interviewing Should be Standardized
You should be seeing a theme start to develop in the tips recruiting leaders should know here, and for good reason. The most successful recruiters are those who have established systems that are easy to identify and tweak as needed. The same goes for interviewing. It should be a standard process that follows the same or similar format from recruiter to recruiter.
The best job interview advice you can give your team is actually to create a template that an interview should follow. This standardization simplifies managing and improving performance. Likewise, it creates a system by which the network-wide process can be examined and tweaked to regulate cost per hire, time to fill each position, and more.
JobInterviewAdvice offers readers excellent examples of interview structures and questions plus ideal replies an interviewer expects from an interviewee.
- Hiring Should by Systematic
Don’t hear this wrong. You don’t want potential hires to feel like they’re being farmed through a processing plant. But you do want them to recognize from the very first phone call or email that your company is a professional one that they want to work for. A recruiting/hiring process that is systematic can not only help with this but also give you a better idea of where you can be more proactive in your process.
A typical process involves:
- Initial consideration of applicants saved for review or declined
- Touchpoint to discern the candidate’s “fitness” for the opportunity
- Personal interview to further determine a candidate’s potential
- Team interview that assesses candidate’s fit within the culture
- Project/assessment that determines the candidate’s skill capacity
- Offer presented to the candidate for review and acceptance
- Hire and introduction of the new hire to the company/team
- On-boarding of the new team member and request for referrals
- Performance reviews to assess team member’s progress
Mapping out your hiring process in this way creates a more streamlined funnel, making hiring easier and more professional. It also sets the stage for securing referrals from individuals who have proven themselves as quality candidates/new employees.
- Sourcing Needs to be Strategic
Too many companies approach sourcing candidates with a mentality checklist. To be more proactive, you need to come at it from an angle of strategy. Consider every channel from which you can pull candidates and become strategic in your approach. Strategic sourcing involves looking at your:
- Previous applicants
- Target companies
- Inbound candidates
- Referred candidates
- Social candidates
Once you establish each of these sources, you can get systematic in your approach for finding the right potentials within them. For example, getting good referrals requires sitting down and talking to current employees to determine who in their network fits the profile you’re looking for. If you don’t take the time to develop each of these arenas and tools to fit each, though, your efforts for sourcing will go stale.
- Keeping Candidates Engaged Needs to be Paramount
Far too many recruiters lose great candidates because of blurred lines, miscommunication, and lack of follow-up. To avoid this, you need to keep candidates engaged by clearly defining next steps after each stage of the interview process and following up regularly. Articulating to the potential what the next step will be and following up as indicated is an effective way to set your company apart and keep candidates interested.
- Accountability Should be Expected
None of the other tips for recruiting matter if you have no accountability with yourself or your team. To ensure the success of your systems and ultimately your recruiting efforts, you need to create a culture of accountability. This practice starts first with you – holding yourself accountable – and ends with enabling your team to do the same. It needs to be standard that you record and measure every step of the process and meet as a team and individually with your recruiters regularly, if not daily. Making accountability and expectation will ensure your progress toward successful recruiting.
Recruiting is often viewed as an entirely separate entity from the company itself. In reality, it should be a reflection of the company’s mission and methods, as it is in many cases a potential’s first impression of the company itself. Follow these tips to streamline your process and set your company apart from top to bottom.