How to Fix Your Broken Process

Recruitment is an important part of your human resources and business strategy because employees are the key to good execution and growth. Expanding businesses need a stream of good personnel to take advantage of opportunities and generate new products, services, sales and operations for the company. However, this can be extremely challenging to get the "right" people and many well established businesses fail at the process. In fact, 65% of recruiters claim talent shortage is the biggest challenge in hiring according to Jobvite. Successful recruiting and hiring can be a very difficult task and requires great effort from the company. There are several things companies can do to improve their recruitment strategy.

Measurable Objectives

First and foremost, the recruiting process should have measurable objectives for the HR team to meet. Just like sales has to meet revenue targets, marketing has to meet lead and traffic targets, HR should fulfill candidate recruiting and retention targets.

The simplest thing to do is set up funnel targets. For example, you may want 10,000 visits to your company career site per month, leading to 1,000 applications, that creates 100 interviews, resulting in 20 new hires that have an 80% retention rate after 6 months.

Companies can apply bonuses to the HR team, COO, marketing team or other professionals for hitting this goal. Additionally, other employees can get a referral bonus for recommending their friends to work at the company.

In any case, without a measurable objective, it is impossible to know whether your process is succeeding or failing.

Brand Awareness

Having a great brand is more important than one might initially think. There is so much effort that goes in to making sure your brand is effective and associated with a positive emotion. Good brands make the firm more prestigious to work for, which is psychologically important for employees and greatly improves retention.

Additionally, a firm with a reputation for treating its customers and employees well is much more likely to get attention from higher quality applicants. These potential employees will be more likely to reach out to the firm independently for job opportunities.

Poor Onboarding

About 40% of employees quit within the first six months of joining a new company. That number grows to 50% in the business services industry. The number one reason that people quit is that they are not onboarded correctly and do not understand the skills or responsibilities required to succeed at the job. It is very important for the candidate to thoroughly understand the skills and requirements needed to complete the job successfully before being offered employment.

Onboarding is the time that companies instill their culture into their employees. Additionally, their is opportunity for employers to assign a mentor that can help the new employee when they are feeling overwhelmed or frustrated. The mentor can answer any questions and prevent the employee from rashly choosing to leave.

Improve the Interview Process

An interview process which seems disorganized or sloppy leaves a bad impression on new employees. It leaves the employee feeling concerned and unsure if that particular workplace is somewhere they want to be. According to Jobvite, 47% of all employees interviewed said the interviewing process is an important determinant on the impression of a company. The interviewer should be prepared and understand the candidate's background before the interview begins. If they appear to be reading the resume or cover letter for the first time during the interview, this does not reflect well on the company's professionalism.

The interview should be scheduled with both HR professionals and direct managers. These individuals should provide a complete, comprehensive overview of the position as well as collateral from the company that might explain more. The interview process should be an opportunity to sell and promote the company in a high regard. Make the job sound appealing and provide unique insights about the day to day roles and responsibilities.

The Road to Hiring Success

Overall, companies need to standardize and upgrade numerous aspects of their hiring process. Many firms that have not invested the time or resources required, often see failure. If these tactics are still not working, companies can put in place other measures such as increase compensation and benefits to attract top workers. However, pay alone should not be the determining factor of whether your hiring process succeeds or fails.

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Platinum Group is a full service human capital management (HCM) resource that allows businesses to manage their payroll, benefits, compliance, track time and attendance and other various human resource functions in a way that maximizes efficiency and eliminates redundancies with the platform, iSolved, For more information about Platinum Group or to schedule a demo of iSolved please visit our website.

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