Employee recruitment is a whole other ball game in the post-pandemic world of today. The realization that working from home is a very real and practical possibility for many employees makes hiring the right employee even more challenging.
Most employers would agree that the recruitment process is a full-time job on its own. And it’s not only essential to the productivity of your business but its long-term goals, too.
So how can you simplify the recruitment experience for both yourself and future employees? Check out the rest of this blog.
What Does Recruitment Actually Involve?
The recruitment process is so much more than just finding the right candidate to fill a position within your business. It involves a number of important steps to ensure successful employee retention:
- You need to determine the exact job requirements and the qualifications needed for it
- It’s imperative to create a recruitment strategy
- You’ll need to market the position, and market it well
- Applicant screening is essential to ensure you narrow down your options
- The interviewing process is key, and also takes a good chunk of your time
Finally, there’s also the onboarding or hiring process, which, in itself, takes plenty of paperwork and logistics. That’s why it’s so important for employers to create a global talent acquisition team, comprised of the right specialists to tick off the above recruitment tasks.
Here’s how to streamline recruitment once you have the right team in place:
1. Carefully Identify Your Business Needs
What is the point of hiring new employees?
Your very first step in developing your recruitment plan is to think about the why behind your recruitment needs. Whether it’s to replace an employee that’s leaving, to support new business initiatives, or to alleviate your business workload, there must always be a legitimate need that a certain employee must fulfill.
2. Craft a Winning Job Description
Recruiting candidates for your business relies heavily on how you market the position. Put yourself in the shoes of a prospective candidate and think about what you’d look for in a job description.
Generic, bland, and overly simplified job descriptions don’t cut it in today’s world. With the number of job opportunities available, the description of your advertised position needs to capture attention and entice candidates to apply.
Always include a smart, catchy outline of the position and its responsibilities. Offer details on benefits, bonuses, and remuneration (as much as you can). Don’t forget to mention working conditions, hours, and the team of people they’ll be working with.
3. Develop and Stick To a Strategy
This is where the wheels tend to fall off for many employers. They might have identified their business needs and written up a great job description, but without a strategy to actually find the right employees, you have nothing.
It’s imperative that you sit down with your recruitment team and develop a hiring plan. Define your timeline, and budget, and create an ”ideal” persona for the type of candidate that your business needs. Think about who will distribute and market the position, and the channels you’ll use to market it.
What type of criteria will you use to sort through different candidates? What type of interview questions will you ask? Who will conduct the interviews? Who makes the final recruitment decision? These are all essential items to include in your strategy.
Make the Recruitment Experience Simple
In order to hire the right people to join your team, your recruitment experience should be as simple as possible. Do away with an outdated, cumbersome, and time-consuming application process. Think about how to make the experience as easy as possible so that there are no obstacles deterring you, or potential candidates, from finding the right job.
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