Hiring the right employees is one of the critical decisions that will take your company to the next level. Recruiting new talent is one of the most crucial aspects of a business, especially a growing company. We are living in a more connected world with more work opportunities than in the past. Resultantly, the qualified and experienced workers will not choose to join your company unless they are convinced of growth – personal and career-wise.
The shift in the hiring dynamics has wholly changed business recruiting, with the traditional recruiting strategies becoming obsolete. It is your responsibility as the business owner to acquaint yourself and your hiring team with the new recruitment dynamics so that you get the right fit for the position you are seeking to fill. Remember that your goal is to not only find qualified hires, but also retain the new employees for a longer time. With 22% of new employees quitting their positions in less than two months of being hired, you want to make sure that you help your new employees to settle in quickly and become productive within two or three months. Losing a new employee is counter-productive as you not only lose time and resources used in the hiring process but also slow down the productivity of your team as they miss the extra hand.
Due to the considerable time investment and the ever-changing dynamics in recruitment, it is much easier to seek recruitment agencies to staff your company. Whether you are seeking temp service or permanent service, job placement agencies will staff your team with the right employee. Staffing agencies will get the job done, but if you prefer in-house staffing solutions, you will have to focus on the following aspects of the recruitment process.
1. Developing a Wholesome Hiring Strategy
You start by analyzing your business objectives, goals, and needs so that you know what type of employee you need and on what basis — temp service or long-term service. Aligning your current needs with your long-term goals will inform critical decisions regarding the new position before you decide to advertise. Once you see it viable to hire, you write up the job description and also set the maximum salary the post should attract. You should be very clear in the job description so that you attract suitable candidates. It is advisable to have a few of your senior employees present when conducting the interviews so that they can help in verifying qualifications and other background checks. As a team, you will be able to settle on the right employee, besides deciding whether to hire on temp service or permanently.
2. Create Excitement of Your Brand
By promoting the branding of your business, you give prospecting candidates a taste of what your company is all about. Mostly through your website and social media, you can tell a riveting story about your company culture, values, and history. Most job seekers will often read up about a company on social media accounts and the website before deciding to apply for the advertised position. Give each candidate a positive experience by relaying communication regularly even before you settle on a few candidates for your next stage of hiring. Excellent employer branding will attract more highly qualified candidates.
3. Monitor Passive Candidates
These are the applicants who are currently engaged in another job, but would switch places if a stronger offer is available. Passive candidates are mostly satisfied with their jobs, but firm persuasion would have them come work for you. To achieve this, you need to learn as much as you can about their current terms such as their expected salaries and if they offer temp service. Once you are in the know, you can make a refutable offer and persuade the candidate to join your team.
Whether you decide to use staffing services or utilize your in-house capacity, you will need to roll out a credible and robust recruitment process. Remember that the hiring process is the first step to building a strong team for your business, so you need to get it right the first time.