When companies make bad hiring choices, they’re also making costly mistakes. Not only does it impact their bottom line and productivity rates in the office, but employee morale can be affected as well.
When recruiters find a candidate that is perfect for an open position-one who meshes with company culture–they feel gratified from seeing such a good match.
However, when these hires go wrong, there’s nothing more frustrating to both employers and recruiting agents alike because of all the time wasted on that individual during recruitment process time or even worse if they were hired based on false information about them being competent at what was needed for this job opening improperly leading to firing after orientation training has been completed which impacts your bottom line financially.
To help you fine-tune your recruiting initiatives, we’ve created a list of four tips for taking the process further. Here are our top recommendations:
1. Tailored Interview
Create an interview checklist explicitly tailored to each position and has all necessary questions already answered in advance. This will help recruiters streamline the interview process and better evaluate candidates.
2. Invest in an ATS
Invest in a new, streamlined applicant tracking system that can handle all of your recruiting needs. This will enable recruiters to more easily send out job listings to hundreds of applicants at once instead of creating individual postings for each position.
3. Performance Reviews
Provide recruiters with regular performance reviews to discuss their areas for improvement and provide praise where applicable. This ensures recruiters feel secure about their roles within your company, so they will be motivated to find the best talent available on the market today.
4. Set Benchmarks
Hold recruiters accountable by setting standard benchmarks that show how many leads should lead into an interview opportunity plus what percentage should move forward from those interviews into an offer.
5. Involve HR
Always have someone from HR present during interviews to collect information on behalf of both parties involved (i.e., candidate and company). This person should also maintain notes during the meeting about what transpired at any given point and additional document details such as their impressions or observations after it ends. This will be helpful later if there’s ever a need for follow-up with either party individually over specific points discussed by them when interviewed together.
6. Candidate Relationship Management
Recruiters often come across candidates who don’t fit the job opening but could be an excellent prospect for a future position. When this happens, recruiters should create a system that helps them stay in touch to help make sure their company is the candidate’s first choice when looking to make career changes. Send your best candidates current openings and announcements from time to time so they can maintain an interest in what you have available at any given moment.
7. Learn, Listen, and Research
Sometimes recruiters uncover the new hot thing in town that has just started trending. Sometimes recruiters find a trend from an industry they never thought would make its way into their company’s setting. Whatever it is, recruiters should always be on the lookout for the next big thing. Stay up to date with everything recruiters need to know by researching, attending seminars, network groups, and reading industry articles, to name a few. It may take some time but stay ahead of trends can help recruiters find talent before anyone else realizes what hit them!
8. Social Networking Sites
What recruiters often don’t realize is that social networking sites such as Facebook, LinkedIn, and Twitter are some of the best resources recruiters could have available at any given time. Social media is today’s word of mouth. So get out your job listings on social media and encourage your network to share them. You never know what great employees may be out there! And recruiters can save money on job postings by referring to other recruiters in the same niche or posting them to social media, where recruiters usually have many followers.
9. Recruit from Your Current Employee Database
Many recruiters will fill open positions by trolling from the ground up, but not all companies are full of strong candidates. That’s why recruiters need to look within their own company’s database for qualified candidates. Many recruiters don’t realize that they should already have resumed on file from people who’ve applied for a current job opening, so keep an eye out for those and make sure you’re also keeping tabs on your top performers six months down the road.
10. Painless Application Process
If your application process is complicated and lengthy, you will lose applicants. We all know that the talent competition is fierce, but with a cumbersome application process, you’re just getting started. The best candidates are highly skilled and have many other employment options to choose from – don’t lose them before they even submit their resume by making your hiring process complicated.
Bonus Tip: Inbound Talent Marketing
“Take your online recruiting efforts to the next level with Inbound Talent Marketing. Inbound Talent Marketing increases your brand visibility, engages with the target audience via social media and conversion optimization tools that convert site visitors into applicants for your company’s open positions. This powerful solution helps companies engage onsite or offsite audiences while increasing conversions rates across all platforms including job posts and content generated for company websites.” -Staffing and Recruiting industry expert and CEO of AkkenCloud, Giridhar Akkineni.
