When employee turnover climbs to an excessive rate, many companies ask themselves, “Where did we go wrong?” A good idea is to look at the starting point to see the importance of being engaged in all steps of recruitment from forming a strategy to making an offer, in order to select the right people for the job. The cost and time put into replacing an employee far outweighs doing it right the first time.
1. What does my employment brand have to do with recruiting?
A key initiative in recruitment is the ability to differentiate your company from your competition. Your employment brand encompasses your culture and reputation as an employer. Think about what makes your company a great place to work at. Not only are you looking for top talent, but candidates are also evaluating organizations to determine why they should apply for your company.
Once you establish your employment brand, you’re ready to sell your company to the pool of job seekers. This can be easily achieved by communicating through recruitment channels such as your website, job postings, and much more. For a successful recruitment, also read the blog article Are Your Job Postings Really Working?
2. Understand the most effective way to interview for your organization
There’s no magical, absolute method for which interviewing type or questions will provide the best perspective of a candidate. It all stems down to the specific job opening and the type of organization. For a management role, you may have multiple interviews to allow all levels of employees to engage with the interviewee. You may be more inclined to ask a labor candidate to participate in a task oriented interview to see how they handle the role.
A good rule of thumb for recruitment is to consider at least two interviews to really get to know the candidate. You don’t want to end up with the same vacant position to fill because you didn’t take enough time in the interviewing stage.
This article is based on the following eBook:
Critical Touch Points of Recruitment
This book will help guide you through the hiring process, as well as provide you with tools, samples and more to help you make effective hiring decisions.
3. The recruitment process doesn’t stop at making an offer
This is a learning process, so it is vital to reflect on what worked and what could be done differently the next time. Start by looking at the success of your recruitment sources and which ones provided quality candidates. Be sure to capture this type of information while it’s fresh on your mind.
What could you do to improve your current recruitment process and save your company valuable time and money?
About the author Robin Throckmorton and her company: strategic HR, inc. is an outsourced human resources (HR) management firm assisting business worldwide by providing the HR expertise and resources for success.
More interesting articles for you:
- Are Your Job Postings Really Working?
- Recruitment and Selection: 6 Tips to Ensure Ideal Candidates Don’t Slip Away
- 3 ways to tackle sickness absence and save billions
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