Reactive Recruiting Is Dead
Time For A Proactive Employee Recruitment Process
We read daily about the jobless recovery, our unpredictable economic future and the threat of overseas outsourcing. When it comes to employee recruitment; it is careless to believe that these factors mean using the same old approaches will still get the job done. The fact is, when it comes to employee recruitment, leading companies have already turned the corner. These companies are squarely focused on proactive recruitment processes to ensure that key talent is hired.
We have now reached a time in which talent is clearly the number one factor in determining a company’s long-term competitiveness. In today’s rapidly changing business environment, talent recruitment must go beyond the transactional staffing approaches of the past. Companies that continue to use outdated practices in an attempt to manage the ever-changing employee supply and demand system will simply lose the battle for talent over the next few years.
Ongoing competition for talent is no longer an issue reserved for large companies. In fact, it can be argued that emerging and growth companies face an even bigger battle for talent. These companies must hire effectively given their lower ability to absorb costs associated with poor performance and employee turnover. So how do you ensure your company has a proactive approach to attracting talent?
Here are ten key areas to focus on when developing or reviewing your company’s recruitment processes:
1. Create a workforce plan that takes into consideration current and future workforce needs. It sounds simple, but how many companies have a written plan for future growth and outsourcing alternatives for selected functions?
2. Formulate a recruitment strategy that is practical and driven by business objectives. To be proactive, all internal and external resources must be maximized to insure hiring methods identify the best talent available.
3. Use talent acquisition metrics to assess all recruitment efforts. Quality, time, cost and satisfaction must be measured. Review results on a regular basis and make adjustments as needed.
4. Utilize an applicant tracking system that is easy to manage and supports pre-screening of all potential talent.
2. Formulate a recruitment strategy that is practical and driven by business objectives. To be proactive, all internal and external resources must be maximized to insure hiring methods identify the best talent available.
3. Use talent acquisition metrics to assess all recruitment efforts. Quality, time, cost and satisfaction must be measured. Review results on a regular basis and make adjustments as needed.
4. Utilize an applicant tracking system that is easy to manage and supports pre-screening of all potential talent.
5. Use pre-employment screening tools such as behavioral assessments, skills testing, background checks, drug screening and online questionnaires for a complete evaluation of an individual’s talent and history.
6. Conduct reference checks as they still play a key role in the recruitment process. Recent changes in the law make it easier for employers to share more information on past employees.
7. Provide ongoing communications with candidates. The recruitment stage is the beginning of the employer-employee relationship and where first impressions will be made.
8. Provide compensation and benefits that are attractive, competitive on an industry and local level and are focused on driving business objectives. This will build your employer branding and reflect the value an individual brings to the company.
9. Create formal job offers for each position that are clear and consistent. Written job offers can differ by type of position; but they must clearly summarize key items so both parties understand what is contained in the employment offer.
10. Create an employee orientation process that has a clear action plan in place so new employee success can be developed from day one.
6. Conduct reference checks as they still play a key role in the recruitment process. Recent changes in the law make it easier for employers to share more information on past employees.
7. Provide ongoing communications with candidates. The recruitment stage is the beginning of the employer-employee relationship and where first impressions will be made.
8. Provide compensation and benefits that are attractive, competitive on an industry and local level and are focused on driving business objectives. This will build your employer branding and reflect the value an individual brings to the company.
9. Create formal job offers for each position that are clear and consistent. Written job offers can differ by type of position; but they must clearly summarize key items so both parties understand what is contained in the employment offer.
10. Create an employee orientation process that has a clear action plan in place so new employee success can be developed from day one.
While this is only a quick overview of a complex process, it provides a valuable reference for ensuring a proactive employee recruitment process.
Efficient and effective recruitment processes will not be the only reason many companies will see remarkable success over the next several years. However, due to a changing and shrinking workforce, it plays a critical role now more than any period over the last twenty years. Be proactive and win the battle for talent!
Matt Schreyer (mschreyer@instigatesolutions.com) is President/CEO of Instigate, Inc. a workforce solutions firm that combines Human Resource Outsourcing, Workforce Recruitment Outsourcing and Managed Staffing Services to provide an integrated approach to workforce management. This synergy results in cost-effective and efficient management of your workforce that positively impacts profitability and insures future growth. Instigate can be explored at www.instigatesolutions.com.
posted by SJM at
11:20 AM
